Hello,
I have just been contacted by email by a recruiter who would like to check the reference of one of my former direct report. Apparently he has given me as his reference, but he didn't contact me directly, so I don't know even know for which job he is applying.
In the email the recruiter asks several very specific questions regarding performance and if I would like to work with him again. I took over the team he was working in from another manager. He was an average performer and as the company was undergoing heavy restructuring, he was the first one laid off. I don't think he's "bad" per se, it was also not really the right job for him. Still, I can't say I'll be thrilled to work with him again.
So how should I respond this recruiter's request? I don't want him to loose a job opportunity. After all I only worked 9 months with him.
Thanks for your advice.
First, check with HR
Does your company have a policy about responding to referrals? Many do, saying that all we can do is verify start and end date, salary, and whether or not we'd hire them again.
Back in the day, I was the manager of a retail jewelry store. A man applied for a position as a salesman with me. I called his former boss to check his references and the boss gave him a very positive recommendation. I hired him and he turned to be a thief, something his boss was well aware of. Several years later his former boss applied for a position in my company. I called the hiring manager and told him the story. Needless to say, he wasn't hired.
Bottom line ate the bottom: If HR allows you to provide more than basic data, be ethical in your response.
Do I need to adhere to previous company's rules?
Thank you Glenn for your advice. What I like most about MT is that it tells people how to tell the truth in a direct and correct way (as opposed to lie, playing "smart" or being stupid). So i will be truthful in my answer.
One additional question, as I no longer work for that company where we both worked, do I still need to adhere to their rules about providing references?
Be Fair
If you want to be fair to this person, you really need to know what job the person has applied for and what is important to the new hiring company. He may have strengths, traits or abilities that would let him excel at the new position, even though he was an average performer with you.
I wouldn't answer the email - I'd insist that the recruiter call you and then the two of you can speak in something other than generalities. He can ask for examples of certain skills, traits or abilities and you can then provide specific examples which will be far more helpful than "Well, he was only OK with us...."
It also minimises your risk - you won't say something in a general sense that can be taken the wrong way and attributed back to you.
My sense to your last question is that you should adhere to your former company's policies if the recruiter is asking you to give information about the goings on at that particular company. And again, it minimises the risk to you by doing that.
Check with HR anyway
Following up on Glenn's advice, you might want to check with someone in HR at your current company, to see what kinds of rules and conventions there are around the topic of references. You don't want to accidentally walk into a minefield if you can avoid it.
Mark's right too -- a phone call is a richer and better form of communication for this.
flexiblefine
Houston, Texas, USA
DiSC: 1476