Secure your next role using these tips from our experienced team.

Reference checks are an important step in the hiring process as they provide insight into a candidate’s past job performance, work ethic, and qualifications.  By speaking with past supervisors, managers, or colleagues, employers can gain a more comprehensive understanding of a candidate’s skills and experience, as well as their overall fit for the position and company culture. Here are some tips to ensure you pick the right people as referees and help you get that job.

Have A List Of References Ready

To make it easier for you during your job search, it’s good practice to have a list of people as your referees. This demonstrates to potential employers that you are prepared and organised. It shows that you have thought about your references and have taken the time to select people who can speak positively about your qualifications, skills, and work ethic.

It can also help speed up the hiring process. Many employers require reference checks as part of their hiring process, and having a list of referees ready can ensure that the process is completed in a timely manner.

Having a list of referees can help to strengthen your application. If the referees are well-respected individuals in your industry or have impressive job titles, it can make your application stand out and increase your chances of being hired.

Choose Your References Carefully

Choosing references carefully when looking for a new job is important because it can have a significant impact on your chances of getting hired. The people you choose as references can speak to your qualifications, skills, and work ethic, and can provide valuable insight into how you would perform in the role you are applying for.

It is important to choose references that have relevance to the position you are applying for. This can include past supervisors, managers, or colleagues who have worked with you in a similar role or industry.

Also, it’s crucial to ensure that the references you choose are willing and available to speak on your behalf. It’s important to let them know ahead of time and make sure they have updated contact information.

If you’re fresh out of university, a trusted mentor or professor can be your referee as well. Since you’re a new graduate, the hiring manager or recruiter will understand that you might not have a lot of work experience yet.

Prepare Your References In Advance

We cannot stress enough that your preparedness during the hiring process is crucial. However, don’t forget to prepare your referees as well. Apart from ensuring that their contact details are up-to-date, inform them that you’re going job hunting and that someone might contact them in the upcoming days for a reference check. Telling them ahead of time gives them ample time to prepare.

You can also tell them other details like who will be contacting them, the role you’ve applied for and the experience and skills the employer is looking for.

Don’t Forget To Say Thank You

Thanking your referees is important because it shows your appreciation for their time and effort in supporting your job application. Expressing gratitude helps to maintain good relationships with them, which can be beneficial for future job opportunities.

If you want to go above and beyond to show your gratitude, consider sending a small gift if this is within your budget. Of course, referees do not expect this, and a thank you email at a minimum will show your appreciation.

Building a reliable list of references should not be overlooked. Other people’s evaluation of you as a worker can influence the hiring decision and can help to land that job you wanted.

Are you prepared to begin job hunting after following our tips? Start the conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

Finding the right person to fit a role in your company is not an easy task. From sending out job ads, screening and interviewing applicants and making the final decision, careful thought and planning must be done to ensure that you get the best possible candidates.

Still, there are some common blunders that employers and recruiters make that end up costing the company because they hired the wrong person for the job. If you’re about to go looking for new people to join your team or is currently in the process, avoid committing these mistakes so you can find the best person for the job.

Unclear description of the job and the work culture

Having a defined list of the essential responsibilities that a future employee needs to do and the necessary skills to achieve that should be first and foremost when hiring a new person into your workforce. It would also be a big help for the candidate if they have an idea of the work environment so they could self-assess if working for your company is ideal for them.

This saves you time during the interview and you can focus on the important things like evaluating the candidate’s skills and whether they’re a good fit with the work culture. 

Unprepared interviewers

Interviews don’t take long so you only have a limited amount of time to get to know the interviewee and gauge if they are a good fit for the job. Coming in unprepared is an unprofessional move and could imply that you are not taking the candidate seriously. Furthermore, not having a clear list of questions to ask during the interview doesn’t help in finding out their suitability for the job. In the process of hiring a future employee, you can’t just “wing it.”

Make sure to study the candidate’s resume and prepare a list of questions you need to ask based on what you have gleaned from their application. Don’t risk making a bad hire because you failed to prepare in advance.

Hiring based on first impressions

First impressions may last but they are not always right. Some employers seem to forget that and get carried away by a candidate who did great during the interview but turned out to be a wrong fit for the role.

As an employer, you need to understand that not everyone can handle the stress of a job interview. If a candidate is feeling uncomfortable, try to make them feel at ease first. During the interview, you aim to get a sense of who they are and see if they’re suitable for the job. Keep in mind the responsibilities the job entails and assess if their skills are a fit for it. Avoid getting swayed by smooth talkers.

Hiring someone like you

Another hiring blunder employers commit is hiring someone like them. They would encounter a likable candidate because they got along well during the interview. Or someone who has the same way of thinking and experiences. Or merely because they would fit in. If you do this, you will end up with a workforce that act and think the same. 

Hiring diverse people in your team is imperative. Having different outlooks, experiences and personalities can bring a fresh perspective to your strategies and can even provide innovative solutions that your company might face.

A fixed image of the ideal candidate

We all have our own biases. In looking for a new hire, you might have a fixed image of the ideal candidate. The right skills and the right personality, the perfect candidate. Truth of the matter is, there’s a low chance you’ll find someone like that. Don’t let that narrow view lead you to miss out on great talent. Worse, they might end up working with a competitor.

If you find a candidate who doesn’t quite fit the role but has unique skills and an abundance of experience, don’t dismiss them right away. As mentioned earlier, hiring for diversity is beneficial. Maybe you can fit the role by adjusting the responsibilities around or perhaps they are more suited for another position. Consider training as well to fill the gaps.

By avoiding these hiring pitfalls, you’re sure to develop a productive and competitive workforce for your business. 

Get more tips and insights for your business’ recruitment and hiring process by starting a conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.