(references are, in fact, privileged as long as they are given without malice and are
factually correct).
Personal referees are, of course, entirely useless. All they prove is that the applicant
has at least one or two friends.
Written references save time, especially if they are standardized. They may take the
form of an invitation to write a letter confirming the employment record and
commenting on the applicant’s character in general. If brief details about the job are
included (these may be an extract from the advertisement – they should certainly not
be an over-elaborate job description), previous employers can be asked to express
their views about the suitability of the individual for the job. But this is asking a lot.
Unless the job and companies are identical, how well can existing or ex-employers
judge the suitability of someone they may not know particularly well for another job
in a different environment?
More factual answers may be obtained if a standard form is provided for the
employer to complete. The questions asked on this form could include:
● What was the period of employment?
● What was the job title?
● What work was carried out?
● What was the rate of pay or salary?
● How many days’ absence over the last 12 months?
● Would you re-employ (if not, why not)?
Telephone references may be used as an alternative or in addition to written refer-
ences. The great advantage of a telephone conversation is that people are more likely
to give an honest opinion orally than if they have to commit themselves in writing. It
may also save time to use the telephone.
Employer references are necessary to check on the facts given by the prospective
employee. Opinions have to be treated with more caution. A very glowing reference
may arouse suspicion, and it is worth comparing it with a reference from another
employer (two employment references are desirable in any case). Poor or grudging
references must create some alarm, if only because they are so infrequent. But
allowance should be made for prejudice and a check should be made, by telephone if
possible.
References – legal aspects
The key legal points that should be considered when asking for or giving references
are:
Recruitment and selection ❚ 435