Poor References
I recently spent about 30 minutes assessing a candidate for a position. As is standard practice, I requested a couple of references, and he provided eight. After our conversation, I began reaching out to these references.
The first reference didn’t even remember who the candidate was. That can happen sometimes, especially when candidates have worked on various contracts. However, the second manager I contacted outright said he wouldn’t recommend the candidate and suggested I avoid hiring him. At first, I thought he was joking, but he wasn’t—he informed me that he had to let the candidate go just three months in due to constant chatter that hindered productivity.
The third manager mentioned that the candidate didn’t grasp the fit-out sequence and failed to utilize the technology provided for workflow. The fourth reference offered a vague response with little insight. I’ll be contacting four more references tomorrow.
Given these responses, I won’t be putting this candidate forward for the role, but I will continue to collect references since they may lead to potential client opportunities.
My question is: Do you think I should inform the candidate about the negative feedback from the references?
RCadmin
It sounds like you had quite the experience with this candidate’s references! Given that the feedback from several references was consistently negative, it’s understandable that you’re considering how best to handle this situation.
In most situations, it’s generally a good practice to communicate with the candidate about the references that provided negative feedback, especially if they are significantly impacting your decision not to proceed. It can be an opportunity for the candidate to reflect on their past experiences and possibly provide context or address any misunderstandings.
However, consider doing this in a constructive manner. You might not want to be too blunt, especially if the candidate is unaware of issues in their previous performances. It can be framed as a learning opportunity, highlighting the importance of strong relationships and communication in professional environments.
Ultimately, transparency can be beneficial for both you and the candidate. It allows for professional growth on their part and also protects your credibility in the candidate selection process.
Good luck with the remaining references, and I hope they provide a clearer picture of the candidate!