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References- How far can we go with them?

Nisha

Hello All,

Being a HR professional, we are entitled to get and give references in the recruitment field.

Can anyone give me the guidelines on how much and what to include in a reference letter/form and the real purpose of getting reference please?

The reason for me asking the above is, Our JV has a very high employee turnover and I am trying to find out why do people come and leave so quickly?

While doing so, I found that the mangers responsible for recruiting definitely need some training. Also, I advised them to ask for references but I am not sure what to expect in response.

I spend most of my time, carrying probationary dismissal because of this, either they have timing problems, reporting issues, sick leaves, behavioural issues( showing attitude to tenants, swearing over the phone etc). How do we know about all these before they start working for us?

Same way, if we are doing a referral to someone like the above, when they worked for us.. can we include these issues to their proposed employer?

I look forward to your expert advise.

Thank you.

Nisha Assoc CIPD

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  • ~Nisha ~if the main purpose is to find out why people leave you, then as Elizabeth states the way to do this is to carry out exit interviews or/exit questionnaires on paper.

    All you need ask is:-
    a) What was your main reason for leaving?
    b) What did you enjoy most about our company?
    c) What did you least enjoy?

    Apart from giving and receiving 'tombstone' references which is what many companies give and or send (see Samanthas post), then there is nothing to stop you asking for the information you require from previous employers, but remembering that they may not always give you either a totally frank answer or answer all your questions.

    You say you spend most of your time carrying out probationary dismissals. It sounds like you must carry out a lot. But it does raise the question of what induction and/or job related training you actually give new starters considering there are so many, especially as some of the issues should be easily remedied. Do you tell new starters they must not swear over the phone for example?

    David
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  • ~Nisha ~if the main purpose is to find out why people leave you, then as Elizabeth states the way to do this is to carry out exit interviews or/exit questionnaires on paper.

    All you need ask is:-
    a) What was your main reason for leaving?
    b) What did you enjoy most about our company?
    c) What did you least enjoy?

    Apart from giving and receiving 'tombstone' references which is what many companies give and or send (see Samanthas post), then there is nothing to stop you asking for the information you require from previous employers, but remembering that they may not always give you either a totally frank answer or answer all your questions.

    You say you spend most of your time carrying out probationary dismissals. It sounds like you must carry out a lot. But it does raise the question of what induction and/or job related training you actually give new starters considering there are so many, especially as some of the issues should be easily remedied. Do you tell new starters they must not swear over the phone for example?

    David
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