SHARE IF YOU DARE? Part 2 of Employment References

Last week we took a look at the value of securing prior employment references. As promised, let’s turn the tables and look at how we respond when we’re the one being asked for the reference. When a coworker or a subordinate leaves and requests to name us as a reference, do we oblige them?

What if the one leaving was a mediocre worker on their best day, the dreary sot after whose departure you expect a merry parade between the cubicles? (Don’t deny it… someone specific just came to mind.)

Some recruiters or hiring managers will screen themselves ...

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Comment by Michael Brandt on October 29, 2009 at 7:06pm: It is a tough question, most HR departments wont give you any information for fear of lawsuit. It is too bad too, lot of recruiters aren't left with much to go on other than their own interviews. I guess that is why behavior assessments have been such a big success over the years. It is one alternative to get an idea of the type of hire you are getting.

Michael Brandt

Comment by Michael Brandt on October 29, 2009 at 7:21pm: Gone are the days of getting honest feedback. I would love to see the article. Back in my HR days, we were advised never to provide feedback. We were only able to state whether we would hire them again or not.

~M

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