Suzie Tobias, Managing director, Tobias Recruitment
“References used to be honest and gave the employer a complete image of the candidate’s personality, loyalty, trustworthiness, qualifications, dates and positions held, but as the threat of discrimination and the implementation of regulations has crept its way into the written word, companies have found themselves divulging only the basic information, dates and places. It has become more difficult to gather important information in the written form, as firms are more than reluctant to be outspoken about previous employees. We’ve been forced to phone previous employers to gain greater knowledge of the candidate and a feel for the individual orally, as there is less likelihood of recriminations. Personal references still remain complimentary as expected.”

Jeff Marlow Director of HR and training at international law firm Stephenson Harwood
“Case law has resulted in a cautious approach from employers giving references, so you don’t get any subjective opinion about an individual’s performance, conduct or suitability. References are helpful in so far that they can confirm employment history. However, there is a growing ’black market’ in references in that some employers are resorting to speaking to past employers to get further information with regards to performance. This is not to be encouraged as there is a risk that a candidate could sue for negligent misstatement or discrimination. As an alternative to employer references, we take client references at partner level and this has proved to be very helpful. We get permission from the candidate first so they are able to speak to their client contacts. That way, we are able to gauge their overall performance from their clients.”

Danny Steel, Director, Rocket Software
“I have to admit that I am in agreement with Mary that references are dead in the format they were once used. This is because of the limited information and the timeframe in which it takes to get them in the first place, which makes them almost worthless! Nonetheless, I believe they are important, as I have paid a heavy price in the past for not doing so. Fortunately, with social networking I am able to get a better feel of what makes a candidate tick - not just from a professional perspective. More importantly, using LinkedIn I can find someone I know who may know the candidate in question and give me an honest appraisal.”