Comments - Here's A New One - A Candidate Who Will Not Supply References - RecruitingBlogs2024-03-28T16:15:20Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1520231&xn_auth=noI think this is a red-flag th…tag:recruitingblogs.com,2012-02-29:502551:Comment:15226002012-02-29T13:45:57.020ZZachary Sineshttps://recruitingblogs.com/profile/zsines
<p>I think this is a red-flag that I wouldn't tolerate. I am all about the candidates, but if they don't want me to check their references, there has to be a better reason why than that she is afraid someone will find out. She more than likely has burned multiple bridges in the past. My advice? I would call the companies she use to work for, ask for HR, and then get an employment verification. That isn't too aggressive, because you are just making sure she hasn't lied about her resume. If…</p>
<p>I think this is a red-flag that I wouldn't tolerate. I am all about the candidates, but if they don't want me to check their references, there has to be a better reason why than that she is afraid someone will find out. She more than likely has burned multiple bridges in the past. My advice? I would call the companies she use to work for, ask for HR, and then get an employment verification. That isn't too aggressive, because you are just making sure she hasn't lied about her resume. If all goes well with that check, then I would tell the client to make the offer tentative pending references, but then also tell them what I did...just so everyone knows things will go well.</p>
<p>I am sure people will disagree with me, but if I am putting my reputation on the line with one of my clients, I am going to make damn sure it isn't tarnished by a difficult candidate. Hard-ball is met with hard-ball, not weakness and folding.</p> I'm inclined to think she is…tag:recruitingblogs.com,2012-02-28:502551:Comment:15216642012-02-28T13:49:27.358ZScott Craigheadhttps://recruitingblogs.com/profile/ScottCraighead
<p>I'm inclined to think she is not a risk taker and doesn't want to suggest to a reference that she might be considering another employer. But if her resume suggest short tenure at previous employers, I'm not so sure. Regardless, let us know how it plays out if you could.</p>
<p>I'm inclined to think she is not a risk taker and doesn't want to suggest to a reference that she might be considering another employer. But if her resume suggest short tenure at previous employers, I'm not so sure. Regardless, let us know how it plays out if you could.</p> If she is on linked in or you…tag:recruitingblogs.com,2012-02-26:502551:Comment:15206952012-02-26T19:10:24.535ZBill Schultzhttps://recruitingblogs.com/profile/BillSchultz
If she is on linked in or you know anyone who works at her current company, just ask them. Everyone does back door references these days.
If she is on linked in or you know anyone who works at her current company, just ask them. Everyone does back door references these days. I suggest you call the candid…tag:recruitingblogs.com,2012-02-25:502551:Comment:15207122012-02-25T00:52:02.308ZGordon Aldersonhttps://recruitingblogs.com/profile/Gordon245
<p>I suggest you call the candidate and ask them:</p>
<p>"Let's say my client make you an offer in writing. Then you let your current boss know that you intend leaving to take it up. What will you say to your boss if he/she makes you a counter-offer that is say 15 percent better than the offer being made by my client?"</p>
<p>The answer will be instructive in a number of ways.</p>
<p>If your candidate says they will stay for the pay rise you can point out that their current boss ismore than…</p>
<p>I suggest you call the candidate and ask them:</p>
<p>"Let's say my client make you an offer in writing. Then you let your current boss know that you intend leaving to take it up. What will you say to your boss if he/she makes you a counter-offer that is say 15 percent better than the offer being made by my client?"</p>
<p>The answer will be instructive in a number of ways.</p>
<p>If your candidate says they will stay for the pay rise you can point out that their current boss ismore than likely to fire you within 12 months on their terms rather than allowing you to leave on your terms.</p>
<p>If you candidate says they will take the job being offered by your client anyway but that they are still unwilling to provide you with their references then ask the candidate if they will please put that in writing to you so that you can take that assurance to your client.</p> I used to try to work with pe…tag:recruitingblogs.com,2012-02-24:502551:Comment:15206192012-02-24T21:26:37.851ZAndrew Hannemanhttps://recruitingblogs.com/profile/AndrewHanneman
<p>I used to try to work with people like this but after getting burned multiple times, if you are a great employee, you will have some super/manager that loves you and would be more than willing to provide reference and not alert mgmt. </p>
<p>I used to try to work with people like this but after getting burned multiple times, if you are a great employee, you will have some super/manager that loves you and would be more than willing to provide reference and not alert mgmt. </p> @ Paul That is hilarious. Th…tag:recruitingblogs.com,2012-02-24:502551:Comment:15203642012-02-24T19:21:08.360ZSandra McCartthttps://recruitingblogs.com/profile/SandraMcCartt
<p>@ Paul That is hilarious. That candidate has to live in a pink cloud to give a reference who has fired him twice and he dated that guys wife. Now that one i would worry about. :)</p>
<p>@ Paul That is hilarious. That candidate has to live in a pink cloud to give a reference who has fired him twice and he dated that guys wife. Now that one i would worry about. :)</p> I would agree there is someth…tag:recruitingblogs.com,2012-02-24:502551:Comment:15205222012-02-24T19:07:59.497ZElise Reynoldshttps://recruitingblogs.com/profile/EliseReynolds
<p>I would agree there is something going on here, this refusal. She sounds like trouble in the making.</p>
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<p>I too have had candidates that had a hard time with references due to all the pertinent references being at the current employer. Old coworkers and bosses being scattered to the wind or unavailable. The candidate explained the situation and we worked it out. We came up with a plan that satisfactory to both sides.</p>
<p>Just as a reasonable employer would never want a…</p>
<p>I would agree there is something going on here, this refusal. She sounds like trouble in the making.</p>
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<p>I too have had candidates that had a hard time with references due to all the pertinent references being at the current employer. Old coworkers and bosses being scattered to the wind or unavailable. The candidate explained the situation and we worked it out. We came up with a plan that satisfactory to both sides.</p>
<p>Just as a reasonable employer would never want a candidate to do anything to put their current employment in danger during the interview process.; A reasonable candidate knows that references are a very standard expectation when getting hired. This lady has some control issues I suspect and will cause problems for her employer if hired. </p>
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<p>For the record I prefer to check references towards the end of the interview stage where it appears an offer not yet made is expected. OR if a candidate lives in a different city from the prospective job I will check the references as soon as interest has been established by the client but before the candidate travels for the interview. </p> @Sandra: I have had all of yo…tag:recruitingblogs.com,2012-02-24:502551:Comment:15205152012-02-24T18:52:46.371ZPaul S. Gumbinnerhttps://recruitingblogs.com/profile/PaulSGumbinner
<p>@Sandra: I have had all of your examples at one time or another but never had a candidate who simply refused with no reason. I am now negotiating with her and I think it will work out ok. I have actually had a candidate give me a reference who, when I called, said: "Why would he give my name. I have fired him twice." Fortunately it was me and I discovered the source of the dislike. Honestly true: The candidate used to date the wife of the reference and it ended badly. I was actually…</p>
<p>@Sandra: I have had all of your examples at one time or another but never had a candidate who simply refused with no reason. I am now negotiating with her and I think it will work out ok. I have actually had a candidate give me a reference who, when I called, said: "Why would he give my name. I have fired him twice." Fortunately it was me and I discovered the source of the dislike. Honestly true: The candidate used to date the wife of the reference and it ended badly. I was actually able to get a decent commentary from him and then told the candidate, who got the job incidentally, never to use this person as a reference again. You can't make this stuff up!</p> Many candidates are being tol…tag:recruitingblogs.com,2012-02-24:502551:Comment:15202772012-02-24T17:58:07.721ZSandra McCartthttps://recruitingblogs.com/profile/SandraMcCartt
Many candidates are being told by "career consultants" they should not provide references until after an offer is made. When I get that speech I ask them to put themselves in the position of being the hiring authority or many times they will agree to let me check the references without revealing the name of the hiring company.
Many candidates are being told by "career consultants" they should not provide references until after an offer is made. When I get that speech I ask them to put themselves in the position of being the hiring authority or many times they will agree to let me check the references without revealing the name of the hiring company. @paul, I have had this happen…tag:recruitingblogs.com,2012-02-24:502551:Comment:15204172012-02-24T17:50:38.690ZSandra McCartthttps://recruitingblogs.com/profile/SandraMcCartt
@paul, I have had this happen several times due to references knowing each other or being in a closely related industry where a reference check might actually "out" the candidate. I took the approach with my client that they don't require a drug test or background check until after an offer is made and accepted. The client agreed. We wrote the offer contingent upon acceptable reference, drug and background check. My take is that candidates do not provide references who are going to say anything…
@paul, I have had this happen several times due to references knowing each other or being in a closely related industry where a reference check might actually "out" the candidate. I took the approach with my client that they don't require a drug test or background check until after an offer is made and accepted. The client agreed. We wrote the offer contingent upon acceptable reference, drug and background check. My take is that candidates do not provide references who are going to say anything negative and many companies will only confirm dates and position. We may be able to find out additional information about a candidate in a reference check but I can't remember a time when a reference check knocked a candidate out of a job. Several have been due to not passing a drug test or background check that reveal a job left off or dates that didn't jive or criminal activity , misrepresented educational background but references , have never had a candidate provide one that said anything negative.