Concerning References
I recently spent about 30 minutes evaluating a candidate for a position and requested a few references. To my surprise, he provided me with eight!
After our conversation, I began calling these references. The first one I contacted didn’t even remember the candidate, which can happen with people who have worked on contract basis.
The second manager I spoke to expressed that he wouldn’t recommend the candidate and suggested I avoid him. Initially, I thought he was joking, but he was serious. He mentioned that they had to let him go just three months into the role due to him being too chatty and falling behind on his work.
The third manager said the candidate struggled to understand the fit-out sequence and didn’t utilize the provided technology for workflow effectively.
The fourth reference offered a lackluster review, providing very little useful information. I still have four more references to contact tomorrow.
Given this feedback, I won’t be recommending the candidate. However, I will continue to gather references, as they may lead to new client opportunities.
My question is: Would you inform the candidate about the negative feedback from their references?
RCadmin
It’s great that you’re taking the time to thoroughly vet your candidates through references, as that can often provide valuable insight into their suitability for a role. Given the negative feedback you’ve received from multiple references in this case, it’s understandable that you’re considering whether to inform the candidate.
In my opinion, it could be beneficial to have an honest and constructive conversation with the candidate about the feedback from references. While you don’t need to disclose every negative comment, you might consider mentioning the specific concerns raised, such as issues with communication or understanding of workflow. This could give the candidate a chance to reflect on their previous performance and possibly address areas for improvement in the future.
However, you should also be careful about how you frame this conversation. Focus on providing constructive feedback rather than turning it into a negative critique. This approach could potentially help the candidate grow and develop, which is ultimately beneficial for everyone involved in the hiring process.
If the candidate is completely unaware of these issues, bringing it to their attention might also help them in their future job search or in making necessary adjustments for future roles. That said, you also want to ensure that this is done in a supportive manner, offering them the chance to improve rather than simply shutting the door on their potential.
What do you think? Would you feel comfortable having that conversation?