Why you should ask for and check references.
Over the years I have worked with managers that have varied ideas on checking references. Some insisted, some liked to have them and some couldn’t have cared less. Here’s why I always asked for and checked them.
Here is why I think it’s important to the hiring manager.
1. It saver the managers ass if the hire doesn’t work out.
2. It makes the manager feel better about their choice in candidates
3. It could potentially bring up red flags that need to be addressed or change the decision of the hire (a good thing)
Here is why it’s important for you as the recruiter to do it.
1. Having them done saves you time and effort if the manager asks for them
2. It’s part of your value ad to the hiring process
3. Here’s the big one. Every reference that you speak to is a potential candidate. They typically have similar experience or industry knowledge. If you’re worried about them being a manager or too senior, ask the candidate for peers.
Assume that they are on the market and interested. Don’t say “you’re not looking right? I didn’t think so”. Pitch Lowe’s like crazy to them and talk about a specific job. If they are not interested ask them this “who else are you a reference for right now?” Do this after you have pitched Lowe’s and I guarantee they will give you a name or say “I do know someone else that is looking”
Make sure you ask the candidate for email and phone numbers for the references (some of this is on record in the candidates forms they fill out in LCP). I send outlook invites to the references so I have a scheduled time to talk only after the candidate has given me permission or the go ahead to do this.
If you are concerned that this will add hours of time to your already busy schedule I can tell you that this will actually save you time in the long run. This will generate candidates and hires. It’s a good meeting to have with your managers and directors to formulate a list of reference questions to ask. They will like to get these, trust me. It will continue to increase your credibility with hiring managers and candidates and over all it will make for a strong candidate experience. Good luck!
Tuesday, January 31, 2012
Wednesday, January 11, 2012
Why I never ask how much money the candidate is making.
One of the most awkward moments for a candidate in the interview process is the dreaded question by employers “how much are you looking for”. Seriously you might as well ask them how many people that have slept with as well. Obviously they both have different answers depending on who's asking. Ha!
Here is why I don’t ask about it or talk about it unless asked.
1. Many people are getting severely over and under paid in their current role. I don’t think it is fair to judge someone on their current or past pay and we subconsciously do this all the time. As a society we are trained to think that people that make more money are better at what they do. This is a dangerous way of thinking and constantly proven wrong.
2. When it comes down to it, it really doesn’t make a difference. Mangers ask but they never match an inflated previous salary anyway so what’s the point. Let’s have the managers look to us to give them the number that we know the candidate will accept and not except. This will make our pre-closure conversations extremely important. It will also make having backup candidates a necessity.
3. The “good” candidates see beyond the salary and take the job for other reasons, career growth, technology, team, work they will be doing. Make sure your candidate knows all of this before you offer them the job. Don’t assume they do, ask them.
4. Know what is really important to the candidate when they make their decision about a job. Ask multiple times throughout the process and don’t assume anything.
5. By not talking about salary we will have to make sure we are selling every other piece of the job, culture, team/department, benefits package and what you found out in point 4. All of which are as important as the $.
6. If you’re thinking that this would be a huge waste of time cause you might get turn downs, think of this. Most of the candidates that we are prescreening are within 10% of the base pay we can provide. So we are making it uncomfortable for 90% of the people for the 10% we can’t afford anyway. If you do this the right way you will turn the 10% into the 90% and your declines numbers will shrink.
The side effect of doing this:
Recruiters learn the intimate details of the groups, managers, directors that they support. They learn about what the jobs are and why they are important to the company, they start to really listen to the candidates. If this is done the right way we will see the hiring managers looking to the recruiter to come up with the final number for the offer and we will start to build a true business relationship which will allow us to target and attract better talent.
Please let me know your thoughts.
Ted
One of the most awkward moments for a candidate in the interview process is the dreaded question by employers “how much are you looking for”. Seriously you might as well ask them how many people that have slept with as well. Obviously they both have different answers depending on who's asking. Ha!
Here is why I don’t ask about it or talk about it unless asked.
1. Many people are getting severely over and under paid in their current role. I don’t think it is fair to judge someone on their current or past pay and we subconsciously do this all the time. As a society we are trained to think that people that make more money are better at what they do. This is a dangerous way of thinking and constantly proven wrong.
2. When it comes down to it, it really doesn’t make a difference. Mangers ask but they never match an inflated previous salary anyway so what’s the point. Let’s have the managers look to us to give them the number that we know the candidate will accept and not except. This will make our pre-closure conversations extremely important. It will also make having backup candidates a necessity.
3. The “good” candidates see beyond the salary and take the job for other reasons, career growth, technology, team, work they will be doing. Make sure your candidate knows all of this before you offer them the job. Don’t assume they do, ask them.
4. Know what is really important to the candidate when they make their decision about a job. Ask multiple times throughout the process and don’t assume anything.
5. By not talking about salary we will have to make sure we are selling every other piece of the job, culture, team/department, benefits package and what you found out in point 4. All of which are as important as the $.
6. If you’re thinking that this would be a huge waste of time cause you might get turn downs, think of this. Most of the candidates that we are prescreening are within 10% of the base pay we can provide. So we are making it uncomfortable for 90% of the people for the 10% we can’t afford anyway. If you do this the right way you will turn the 10% into the 90% and your declines numbers will shrink.
The side effect of doing this:
Recruiters learn the intimate details of the groups, managers, directors that they support. They learn about what the jobs are and why they are important to the company, they start to really listen to the candidates. If this is done the right way we will see the hiring managers looking to the recruiter to come up with the final number for the offer and we will start to build a true business relationship which will allow us to target and attract better talent.
Please let me know your thoughts.
Ted
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