Reference checks are a critical part of the hiring process. When recruiters reach out to your professional references, they want to get honest feedback about your skills, work style and overall fit for the role you’ve applied for.
While most candidates choose their references wisely and prep them on positive talking points, even well-intentioned references can accidentally sabotage your chances if they say the wrong thing.
So what exactly should you advise your references not to say when they get that call? Here are some common reference check red flags to avoid.
Don’t Be Too Brief or Vague
The recruiter is calling your reference for insights they can’t get from a resume or interview alone. If your reference gives short, generic answers lacking in details, it raises a red flag. For example:
“Yeah, she was pretty good at her job.”
“He worked here from 2015 to 2017.”
“She did the tasks she was assigned.”
References should avoid brevity and offer thoughtful specifics. For instance, “She brought fresh ideas that helped us improve our client retention rate by 15% that year.”
Don’t Focus Too Much on Technical Skills
While capabilities matter, soft skills and cultural fit often weigh heavier in hiring decisions. If your reference only lists your technical abilities without mentioning work style, values or personality, it can communicate disconnection.
For example, “She knows JavaScript inside out and is highly skilled at React.”
Better to also include: “She has terrific focus and drive. She was constantly looking to improve our code efficiency and taught colleagues techniques along the way.”
Don’t Skirt Around Weaknesses
Everybody has areas where they can improve. If a reference avoids or refuses to mention weaknesses altogether, it seems dishonest or detached.
However, they also shouldn’t harp on weaknesses or undermine your strengths either. The right approach is to acknowledge a growth area briefly while emphasizing achievements.
For instance: “Writing long-form content was not his specialty. But he expanded his skills through online classes and practice. Before long he was able to take on case studies and whitepapers very effectively.”
Don’t Fail to Customize Responses
Good references respond to the specific role and company you’ve applied for, rather than reciting the same generic talking points regardless of context.
If you’re applying for a sales position, they shouldn’t just list your technical accomplishments from your engineering role. They should highlight sales-relevant experiences and skills.
Don’t Make Exaggerated Claims
It’s great when references sing your praises, but they shouldn’t exaggerate or bend the truth. Savvy recruiters can detect hyperbole. For instance:
“She was by far the most talented programmer in our department.”
“He doubled our revenue in just six months after joining.”
It’s far more convincing when references offer measured, realistic claims supported by examples. For instance:
“She produced quality code under tight deadlines. For example, when we suddenly lost a team member before a product launch, she stepped up and filled in the gap seamlessly.”
Don’t Disclose Confidential Information
References shouldn’t reveal compensation details, unannounced future plans or other confidential organizational information during your reference check. It not only reflects poorly on them as professionals, but could jeopardize your standing if you were privy to that information. Remind references to keep proprietary details private.
Don’t Wing It
Your references should expect recruiter calls and make time for them rather than try to wing it on the spot. If they sound caught off guard or disorganized, it signals they aren’t fully prepared to advocate your candidacy.
Help them prep with a current bio, resume and specifics on the opportunity you’re pursuing. Share why you want the job and what strengths you hope they’ll emphasize.
Don’t Badmouth Previous Employers
It reflects badly on you if your reference criticizes your past employers or divulges negative opinions. Even if their assessments are accurate, they should remain diplomatic and focus on your assets. For instance:
“We disagreed on some aspects of company direction but enjoyed working together. Most importantly, he played a key role in increasing customer retention during a difficult transition period.”
Don’t Make Assumptions About Why You Left
Your reference should never presume or guess at the reasons you left a job without checking with you first. For example:
“I think she was frustrated with the lack of growth opportunities there.”
There could be liability if they’re wrong. The safest approach is to say, “You would need to check with her directly on the specifics around why she chose to move on.”
Don’t Interrupt With Own Agenda
This is the reference’s chance to talk about you – not themselves. They shouldn’t veer into complaints about their own work situation or unrelated topics. The focus should remain squarely on your fit, talents and potential.
Conclusion
Checking references is more than just a formality – it’s a chance for recruiters to dig deep on whether you have the right stuff. Avoid reference check pitfalls by prepping your contacts to share relevant, honest insights without exaggeration or inappropriate disclosures.
The most convincing references walk a fine line between singing your praises and remaining objective. They back up superlative claims with real examples of your accomplishments. Most importantly, great references take the call as an opportunity to explain specifically why you’re the right candidate for the role at hand.