managing candidates with negative references

Imagine you’re reviewing resumes and find a candidate who looks great—until a bad reference from a previous job makes you second-guess.

What should you do? We’re here to guide you through handling a candidate with a negative reference and keeping your hiring process smooth.

initial reaction to a bad reference

Not every reference is positive. When you get a negative reference, take a moment before reacting.

understanding the reference

Examine what was said in the reference. Sometimes negative feedback can come from personal issues or misunderstandings rather than real job problems. Look at what specifically was criticized—was it work ethic, policies, or something else?

who gave the reference?

Consider who provided the negative feedback. Was it a supervisor, coworker, or client? The nature of their relationship with the candidate can affect their objectivity. A reference from someone with a strained relationship might not be fully fair.

talk to the candidate

It’s important to get the candidate’s side. Schedule a follow-up interview to discuss the concerns raised. Ask questions related to the feedback, like their commitment or job duties, and create a comfortable space for honest conversation.

allow for an explanation

Give the candidate a chance to address any issues mentioned. This could involve clarifying their job history or discussing their work ethic. Listen carefully to understand how they handle criticism and challenging situations. This will give you a better picture of their true character and professionalism.

broadening your evaluation

Let’s take a wider view to ensure we're making the best decision.

getting more references

Relying on just one reference might not give you the full picture. It’s a good idea to gather additional references from various stages of the candidate’s career. This could include previous employers, co-workers, or even subordinates. Getting diverse perspectives helps build a clearer picture of the candidate’s work behavior, ethics, and skills, much like assembling a puzzle.

using modern reference checking tools

Why stick with old methods when there are newer, better options? Modern reference checking tools can speed up the process and provide valuable insights. Some tools use algorithms to spot patterns and inconsistencies in feedback, helping you identify potential red flags. These tools make the reference checking process more thorough and less prone to errors or biases.

making the decision

It’s time to make a balanced decision.

balancing reference information with other data

A negative reference shouldn’t automatically rule out a candidate. Consider the reference alongside other factors like interview performance, skills tests, and feedback from other references. For example, strong performance in tests and positive feedback from previous employers might outweigh one bad reference. Look for patterns across all data points and see how they fit with the job requirements and company culture.

legal considerations

Be aware of legal issues when deciding not to hire based on references. Different states have various employment laws, and it’s important to follow these rules to avoid legal problems like defamation or discrimination claims. Document your decision-making process clearly and consult HR and legal experts to ensure compliance with employment laws and avoid unintentional bias.

conclusion

Handling a bad reference doesn’t have to be overwhelming. A thorough and fair evaluation, including a range of references and other data, helps make better hiring decisions. Consider training for your hiring team to reduce biases and improve decision-making. Use all available information wisely to choose the best candidates who will contribute positively to your organization.