Comments on: 5 ways to make references talk http://www.hrrecruitingalert.com/5-ways-to-make-references-talk/ Headlines and advice for the practicing recruiter Mon, 20 Jun 2011 04:03:43 +0000 hourly 1 http://wordpress.org/?v=abc By: R. B. http://www.hrrecruitingalert.com/5-ways-to-make-references-talk/comment-page-1/#comment-5328 R. B. Thu, 12 Feb 2009 15:02:10 +0000 http://www.hrrecruitingalert.com/?p=618#comment-5328 Without a written release, we will only give out DOE and title. With a written release, we will supply salary information and other documented, factual employment information, if requested. Only HR can supply this information...everyone in the company is required to forward reference requests to our department. Brian said it well...everyone is trying to stay out of court! Without a written release, we will only give out DOE and title. With a written release, we will supply salary information and other documented, factual employment information, if requested. Only HR can supply this information…everyone in the company is required to forward reference requests to our department. Brian said it well…everyone is trying to stay out of court!

]]> By: Allise http://www.hrrecruitingalert.com/5-ways-to-make-references-talk/comment-page-1/#comment-5236 Allise Mon, 09 Feb 2009 18:05:57 +0000 http://www.hrrecruitingalert.com/?p=618#comment-5236 I will answer the question, "Are they eligible for rehire?". If they were terminated for cause, you are simply telling the truth that your company would not rehire that person. That should give the hiring company enough food for thought about that individual without really telling them anything. On the other hand, it will also let the hiring manager know if they are making a good hiring decision if you answer yes. In both of these cases, you are just simply stating a fact that is documented in the personnel file. I believe that only when you get more specific is when you might get into legal issues. I have never had an issue with this approach. We have to start assisting each other in not hiring "problem" employees. Look at that nurse that killed a couple of patients before they found out that he was fired from another hospital who gave them a generic reference. So whose fault was it? The hiring hospital or the one who didn't tell them not to hire him? I believe it was the latter. I will answer the question, “Are they eligible for rehire?”. If they were terminated for cause, you are simply telling the truth that your company would not rehire that person. That should give the hiring company enough food for thought about that individual without really telling them anything.

On the other hand, it will also let the hiring manager know if they are making a good hiring decision if you answer yes. In both of these cases, you are just simply stating a fact that is documented in the personnel file. I believe that only when you get more specific is when you might get into legal issues. I have never had an issue with this approach.

We have to start assisting each other in not hiring “problem” employees. Look at that nurse that killed a couple of patients before they found out that he was fired from another hospital who gave them a generic reference. So whose fault was it? The hiring hospital or the one who didn’t tell them not to hire him? I believe it was the latter.

]]> By: Linda http://www.hrrecruitingalert.com/5-ways-to-make-references-talk/comment-page-1/#comment-5231 Linda Mon, 09 Feb 2009 15:08:32 +0000 http://www.hrrecruitingalert.com/?p=618#comment-5231 Our policy is HR only responds on reference checks; during the exit interview process HR has the employee sign a form and check off what they will allow us to release if called for references. There is also Senate Bill 666 which allows a former employer the right to release information as long as it is the truth and they have records to prove abcenses, harrassment, drugs, alcohol, retaliation. It is very frustrating when bad employees are rotated between employers because of the possibility of a law suit. I appreciate the article with suggestions on how to get a bit more information and I certainly have learned to read between the lines or to listen to the change in the tone of voice when the name of the possible employee is mentioned. Our policy is HR only responds on reference checks; during the exit interview process HR has the employee sign a form and check off what they will allow us to release if called for references. There is also Senate Bill 666 which allows a former employer the right to release information as long as it is the truth and they have records to prove abcenses, harrassment, drugs, alcohol, retaliation. It is very frustrating when bad employees are rotated between employers because of the possibility of a law suit. I appreciate the article with suggestions on how to get a bit more information and I certainly have learned to read between the lines or to listen to the change in the tone of voice when the name of the possible employee is mentioned.

]]> By: Brian http://www.hrrecruitingalert.com/5-ways-to-make-references-talk/comment-page-1/#comment-5230 Brian Mon, 09 Feb 2009 15:07:21 +0000 http://www.hrrecruitingalert.com/?p=618#comment-5230 Same thing here, Judy. We give out DOE/title/salary, yet we have a background screening company do business and employment references. We are expected to get at least two of each. At my last job, we gave out nothing, only referred them to the Work Number, yet we were still expected to get at least one personal and two employment references. Seems hypocritical, but I guess everyone is trying to stay out of court. Phhf........lawyers. Same thing here, Judy. We give out DOE/title/salary, yet we have a background screening company do business and employment references. We are expected to get at least two of each. At my last job, we gave out nothing, only referred them to the Work Number, yet we were still expected to get at least one personal and two employment references.

Seems hypocritical, but I guess everyone is trying to stay out of court. Phhf……..lawyers.

]]> By: Darrel Tyree http://www.hrrecruitingalert.com/5-ways-to-make-references-talk/comment-page-1/#comment-5144 Darrel Tyree Fri, 06 Feb 2009 21:33:38 +0000 http://www.hrrecruitingalert.com/?p=618#comment-5144 Our policy is that only human resources can provide references, and I usually limit it to meeting service letter requirements, i.e., dates of employment, title, rate of pay, and reason for leaving are those four pieces of information. On obtaining references, I have a form so that I'm thorough and don't forget to ask about some aspect of their employment, and I NEVER talk to human resources, always the immediate supervisor to the candidate. I open the conversation by telling them who I am and ask for their help, then shut up - say nothing else until I get their response. For some reason, this opening always provides more information than anything else. I offer to fax a copy of the last page of our application form showing the candidate's signature on a hold-harmless agreement, but nothing gets results more than just assuring the supervisor that whatever they say, it won't be related back to the candidate. Our policy is that only human resources can provide references, and I usually limit it to meeting service letter requirements, i.e., dates of employment, title, rate of pay, and reason for leaving are those four pieces of information. On obtaining references, I have a form so that I’m thorough and don’t forget to ask about some aspect of their employment, and I NEVER talk to human resources, always the immediate supervisor to the candidate. I open the conversation by telling them who I am and ask for their help, then shut up – say nothing else until I get their response. For some reason, this opening always provides more information than anything else. I offer to fax a copy of the last page of our application form showing the candidate’s signature on a hold-harmless agreement, but nothing gets results more than just assuring the supervisor that whatever they say, it won’t be related back to the candidate.

]]> By: Judy http://www.hrrecruitingalert.com/5-ways-to-make-references-talk/comment-page-1/#comment-5135 Judy Fri, 06 Feb 2009 17:43:42 +0000 http://www.hrrecruitingalert.com/?p=618#comment-5135 I'm interested in what policies other companies have concerning providing references for former employees. Our policy is to only provide the dates of employment, title and salary history. Only myself, the HR rep, can give this informantion out (with a signed release). All other employees including management are instructed to forward any calls to me. On the other side of the coin, we have a questionnaire when calling for a reference for a new hire. The hiring manager though, gets to do this not HR. I’m interested in what policies other companies have concerning providing references for former employees. Our policy is to only provide the dates of employment, title and salary history. Only myself, the HR rep, can give this informantion out (with a signed release). All other employees including management are instructed to forward any calls to me.

On the other side of the coin, we have a questionnaire when calling for a reference for a new hire. The hiring manager though, gets to do this not HR.

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