Experts’ opinion is that it is more important to get the right reference instead of a number of marginally useful references. That is the way how to get reliable information on which a recruitment decision may be taken.
The expert suggestion is that a minimum of three references have to be checked. Names should be selected carefully. It should be made sure that the selected names should have closely worked with the candidate and have good knowledge of job responsibilities and performance level. Supervisors should be preferred. A mix of supervisors, colleagues and clients can be reliable. The number of references depends on the work history and the type of information needed to make a good and informed choice. Work history of seven to ten years may be a good guideline for gauging the candidate’s performance and progress. It is also useful to trace any patterns, recurring problems and concerns.
It is necessary to insist on the candidates to provide right contact names and best time to call them. With three references giving right information that corroborates with what is given in the application and what the candidate had disclosed in the interview, the recruiter can safely bet on the candidate in question. If concerns or red flags appear, additional references have to be contacted to confirm or dispute the issues. More references lead to more time and sometimes repetitive.
Then try to convince the demanding president that the question of reference is well taken care of and only the most relevant references that have supervised and directly involved with the candidate will be contacted.
To be on the safe side, develop a separate reference information sheet and mention a waiver with it. On the reference sheet, make a request for four to five names of work related references and use three of them for screening purposes. If sufficient information has not come and more is needed to take a correct decision, more people may be contacted. In any case, recruiters should be reminded that they should have a thorough interview with references interviews they should be told to miss nothing.
Thus the over demanding president may be assured that recruiters would directly contact the source that is involved with the day- to- day working of the candidate and a right candidate is put in the right place.
