Giving References:
So, what if you are used as a reference, but you don't have anything nice to say?
The growing trend is that employers don't like giving references, and say as little as possible... perhaps simply confirming position and dates of employment. Many people these days are so sue happy that employers don't feel it is worth it to give out any details when called for a reference.
On the other hand, you hate to hang the new employer out to dry if they are considering a deadbeat as an employee.
What to do, what to do!
We recently found ourselves in this situation. In the end, we decided to handle it in this way: confirm position and dates of employment, and state whether or not we would hire the person again. No other reasons or history given.
Thoughts on Hiring...
I wonder how many employers out there don't check references? They figure that if the person gave it - - - it will probably be a positive one! Even if you know that the person giving the reference will be "guarded" I believe it is still worth it to check them out. You may not get the details or the specific challenge with that individual, but you will at least get a general idea.
What else can you do - (other than references)?
Extensive Interview. With "how would you handle this circumstance" and "what would you do in this situation" type questions.
Describe your work place environment, vision, ideals, etc. and get a feel for if they are a match with that individual.
And, hire them on a probationary period.
Structure your pay structure with built in incentives and/or rewards for going above and beyond.
Other ideas? Russ - - - I'm sure you have some great "be an employer" tips.
So, what if you are used as a reference, but you don't have anything nice to say?
The growing trend is that employers don't like giving references, and say as little as possible... perhaps simply confirming position and dates of employment. Many people these days are so sue happy that employers don't feel it is worth it to give out any details when called for a reference.
On the other hand, you hate to hang the new employer out to dry if they are considering a deadbeat as an employee.
What to do, what to do!
We recently found ourselves in this situation. In the end, we decided to handle it in this way: confirm position and dates of employment, and state whether or not we would hire the person again. No other reasons or history given.
Thoughts on Hiring...
I wonder how many employers out there don't check references? They figure that if the person gave it - - - it will probably be a positive one! Even if you know that the person giving the reference will be "guarded" I believe it is still worth it to check them out. You may not get the details or the specific challenge with that individual, but you will at least get a general idea.
What else can you do - (other than references)?
Extensive Interview. With "how would you handle this circumstance" and "what would you do in this situation" type questions.
Describe your work place environment, vision, ideals, etc. and get a feel for if they are a match with that individual.
And, hire them on a probationary period.
Structure your pay structure with built in incentives and/or rewards for going above and beyond.
Other ideas? Russ - - - I'm sure you have some great "be an employer" tips.
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