Recruiters reveal the red flags they look out for when calling referees

Careers’ panel of experts share the four ways your reference can cost you the job.

When applying for a job, do not let yourself down at the last minute by choosing the wrong referee.

You may have presented a top-notch resume and wowed in the interview, but if your referee cannot vouch for you, it may lose you the job.

Four recruiters share the red flags they look out for that might show the applicant is not the right fit for the role.

INCONSISTENCIES

Sullivan Consulting managing director Andrew Sullivan says the biggest thing recruiters watch out for is inconsistencies between what a candidate and their reference says.

“In most cases, inconsistency either demonstrates a lack of self-awareness or dishonestly, two qualities that can be difficult to manage,” he says.

Andrew Sullivan of Sullivan Consulting. Picture: Supplied

DIFFICULT TO CONTACT

Sullivan says alarm bells should ring if the recruiter is consistently unable to reach a candidate’s referee.

“This can indicate that either the candidate and their references were not close or that their details were falsified,” he says.

“In some cases though, references may not be willing to talk, making it important to verify this fact before assuming.”

Hays’ Lisa Morris advises keeping in touch with referees.

Hays director Lisa Morris says the referee should be definitely be aware of the vacancy and that the jobseeker applied for the role.

“If they sound surprised when contacted for a reference or struggle to remember key details about the candidate, it could signal poor communication and organisational skills on the part of the candidate,” she says.

“After all, top candidates keep in touch with and prepare their referees.”

OVERLY POSITIVE FEEDBACK

Morris says any negative feedback is obviously a warning sign, but this can also be true of feedback that sounds too good to be true.

“In such cases, (we) confirm the referee’s job title on LinkedIn and whether the candidate reported directly to them, worked side-by-side or is in fact a personal connection,” Morris says.

Alexandra Rosser says details are important. Picture: Mike Burton.

LACK OF DETAIL

Stillwell Management Consultants head of organisational psychology consulting Alexandra Rosser says there could be an issue if positive or negative comments are not supported by detail or evidence.

“(Another red flag is if) there are long pauses when the referee is responding to questions during a call or they give brief answers and refuse to elaborate,” she says.

Entree Recruitment’s Megan Nicholson keeps an ear open for a referee that hesitates. Picture: Jo-Anna Robinson

Entree Recruitment general manager Megan Nicholson agrees the time it takes to respond a question can indicate an issue.

“Common questions you can ask when conducting a reference check are around punctuality, attendance, work ethic and commitment,” she says.

“If the referee hesitates when you ask these questions or if they tell you these were areas of concerns, these are certainly red flags.”

Originally published as Recruiters reveal the red flags they look out for when calling referees