Reference information is still a common tool in the recruitment process for many companies. The primary aim of the information is to learn more about the qualifications and working methods of potential employees in order to be able to better assess their suitability. In the background, reference information could also be used to prevent allegations of subsequent problems and to protect against criticism. Both approaches are problematic.
The handling of personal data is regulated by data protection laws. This also applies to reference information. Employers must have the consent of candidates to obtain reference information. In addition, it is not permitted for referees to share personal information with third parties without express permission. In doing so, the legislator wants to protect privacy and ensure personal rights. Sensitive information may not be disclosed without consent. Under these conditions, the likelihood of receiving serious information and reasons for failure to do so decreases.
When providing reference information, potential bias on the part of referees must be expected. References are often obtained from people who are sympathetic to the candidate, such as former supervisors or colleagues. This can lead to a distortion of information, as referees tend to make positive statements about the applicant. However, bias can also take the form of prejudices and unconscious bias based on personal relationships or other factors. This calls into question the objectivity of the reference information.
The time required to obtain and evaluate the information is high. Contacting referees, making appointments, preparing and talking, documentation and follow-up activities such as consultations require a lot of working time from recruitment managers. Whether this expenditure of time is justified can be doubted due to the circumstances mentioned. The benefit is probably primarily in the obstructive protection.
References have weaknesses, in particular with regard to data protection, potential bias and limited informative value. If values and action skills (soft skills) have already been identified in the selection process, references offer no added value. Here are a few reasons and situations where reference information is questionable:
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