How honest should you be in a reference? (2023)

How honest should a reference be?

All details about the person, their role or performance must be fair and accurate. If opinions are provided, there should be evidence to support the opinion. For example, if someone's performance record shows they need to improve in a few areas, the reference should not say they excelled at the job.

It's best to stick to the truth. Giving an honest reference is better for everyone in the long run. In addition to employment law, we also cover injury litigation and we often see injured people who just want to get back into the workforce.

A lot of references only say what your job title was and when you worked there. The reference has to be accurate. Your employer can't say anything that's not true. They also have to be fair when they decide what to put in the reference.

Example: I highly recommend Jane Doe for the nanny position you advertised. She is exceptionally mature, reliable and dependable.

You shouldn't discuss personal details about an employee, which can include references to her race, religion, age or disability status. Also, you should never discuss ethnic origin, marital status, parenting responsibilities or sexual orientation during a reference request.

As long as it's fair and accurate, a reference can show that you're not suitable for a job. For example, a reference can show you do not have enough experience for a job or say that you were dismissed.

Yes, you can get rejected after a reference check. In fact, some sources say that candidates get rejected about 10 – 20% of the time after a reference check.

Second, lying on a job application is potentially criminal. That's right: not just “against the law,” but an actual crime. The definition of criminal fraud, in a nutshell, is lying in order to obtain something of value.

Typically, employers ask your references about your job performance and personal qualities, such as whether you got along with your coworkers. Employers use reference checks to ensure job candidates have been honest on their resume, the application, and during the interviews.

Do employers always check references? Essentially, yes. While it's true that not 100% of Human Resources (HR) departments will call your references during pre-employment screening, most do. If you're about to begin a job search, you should expect to have your references checked.

What is an unsatisfactory reference?

What is a bad reference? A bad reference is when a former employer suggests to your potential new employer that you might not be an ideal candidate for a job. They may identify abilities or experiences that are missing from your skill set or explain reasons for your dismissal from a previous role.

Most employers will call your references only if you are the final candidate or one of the final two. Occasionally the final three or four. Every now and then an employer will check all the people they interview, although to me that's inconsiderate of the reference.

A common question among job seekers is “How far back can I go to ask people I've worked with before to be references for me?” As a general rule the answer is “not more than five to seven years.”

“An employer needs to tread carefully if they are considering providing a negative reference to a prospective employer,” Baumgarten says. “Firstly, an employer may be exposed to liability if the comments made in a written reference or to a prospective employer are considered defamatory.”

So having somebody pretend to be a reference for you probably isn't going to work. Second, if that first reason doesn't get you there, second, it's illegal. And not just against the law but it's potentially criminal.

Even if you have enjoyed good working relationships with them, you can never be completely certain they won't say something negative - bad references can damage your chances of getting a job. A glowing recommendation can make the hiring decision; a non-enthusiastic one hurt your candidacy.

Can you lose a job offer by reference?

An employer can withdraw a job offer if the conditions of the offer are not met. For example, if your references show you might not be able to do the job. You can ask an employer why they have withdrawn a conditional job offer.

The reference check is not just a way of screening candidates out, it's a way to qualify them for the role and most importantly, gain an understanding of how to manage and work with them.

The answer comes in two parts. The first part is that the only questions a reference should ever answer are ones about job performance – and nothing else. The second part is a reference can say anything he or she wants to say – as long as it is (1) true or (2) an honestly held opinion.

Legal Consequences for Bad Employment References

If an employer makes negative comments about you when they are contacted for an employment reference you may be able to bring a lawsuit against them for defamation. It's important to note though that the truth is a defense to defamation.

If your employer does give you a reference, they are under a legal duty to make sure they are accurate and not misleading to your future employer. This means that if, for example, you were subject to disciplinary action, this could form part of the reference.

Do not solicit information about any prohibited ground of discrimination identified by the applicable human rights statute in checking references. If you would not ask an applicant the question in your own job application and interview process, then do not ask it in the course of checking a reference.

Do Employers Check References For All Candidates? No, employers do not check references for all candidates. Employers only check references for candidates that are seriously being considered for a job at the end of an interview process.

The point of listing references on your resume is to provide potential employers with a way to follow up with people who can validate your skills and abilities. According to a study conducted by the Society for Human Resource Management (SHRM), T87% of employers perform reference checks as part of their hiring process.

If the person doesn't respond to you, strike that person off your list of references. Either way, give the employer another reference.

How does HR do reference check?

A reference check generally involves contacting applicants' former employers, supervisors, co-workers and educators to verify previous employment and to obtain information about the individual's knowledge, skills, abilities and character.

Call the human resources department and tell the representative when you worked there. Ask about the process for obtaining a copy of your file and then ask what is the company's practice for providing references and whether you're eligible for rehire.

Employers are not prohibited by law from disclosing to a potential employer - who calls for a reference about a former employee - the reasons that the employee left, as long as the information they share is truthful.

Ideally, your list should include a mixture of former and current bosses, coworkers, and subordinates. “The best references are from people who have worked closely with you,” says Fernández-Aráoz. Never ask someone to be a reference if you don't know for certain what he or she is going to say, adds Claman.

Tips for answering interview questions about reliability

Use examples of your actual experience to describe a situation, how you performed and what the outcome was. Highlight your ability to remain flexible during times of change or transition and your ability to provide support to your team.

When it comes to data analysis, reliability refers to how easily replicable an outcome is. For example, if you measure a cup of rice three times, and you get the same result each time, that result is reliable. The validity, on the other hand, refers to the measurement's accuracy.

Being reliable means that you can be trusted to do your work correctly without supervision and figure out solutions on the fly without needing to turn to your superiors every time. An employer needs to be able to trust their employees to get their work done.

Choose the Right References

These should be people you've worked directly with in the past, who know about your accomplishments and can vouch for your skills, experience, and values. You shouldn't choose people you don't work with directly at all (like a friend or family member).

What are the rules of referencing?

Speak to the Candidate

You might think that you shouldn't tell the candidate about a bad reference. While you should keep the source anonymous, it's worth asking for their side of the story. You can explain that there are concerns about an aspect of their application and former employment.

Essentially, yes. While it's true that not 100% of Human Resources (HR) departments will call your references during pre-employment screening, most do. If you're about to begin a job search, you should expect to have your references checked.

If you haven't called the list of former employers provided to you by the candidate you may be making a huge mistake. Reference checks shouldn't be considered a formality or a nuisance, they are essential to the hiring process. Here are a few ways to make the process bearable and get the answers you need.

Incorrect referencing could mean a drop of around 10% in your mark. If you copy from an external source and don't reference it at all, you're committing plagiarism – stealing someone else's work, words or ideas and claiming they're your own.

APA (American Psychological Association) is used by Education, Psychology, and Sciences. MLA (Modern Language Association) style is used by the Humanities. Chicago/Turabian style is generally used by Business, History, and the Fine Arts.

If You are Concerned, Speak Up

You can also ask your former employer what is being said. Again, they might not tell you, but it could provide an opportunity to clear up a misunderstanding or at least alert you to the fact that they aren't a great reference.

An employer can withdraw a job offer if the conditions of the offer are not met. For example, if your references show you might not be able to do the job. You can ask an employer why they have withdrawn a conditional job offer. An employer does not have to tell you the reason.

Bad references

it's misleading or inaccurate. they 'suffered a loss' - for example, a job offer was withdrawn.