Reference checks for a current staff member

by Sam
(Australia)

Recently I was called to give a reference check, although I provided positive feedback about the person I was unwilling to answer a particular question as did not want to be liable for my answer as they were un-willing to provide enough detail for me to answer the question. The question was "Can XYZ lead a team?" My initial response was to ask what size team are we referring to? They would not provide any information. Hence I didn't want to make an assumption that this person could lead a team of say 5 people when really they were referring to a team of say 20. I did however mention that we as a company recognised their potential and enrolled them in a team lead program.

My initial question is:

1. Will this jeopardise them getting the position because I know the answer was very important as they were going for a team lead position and

2. At what stage would they be at if they are doing reference checks if all people have not been interviewed yet. To be honest I am responsible for finding a replacement for this person however I do not intentially want to hold anyone back even if it's in the best interests of my company.

3. Should I be concerned that a job offer will be made and I need to make a counter offer before they accept anything.

Response from Carl: Thanks Sam. From what I read, it sounds like you're the current manager of the person you did the reference check for and you know they are interviewing elsewhere and are doing a reference check for them. Good for you, if that's the case since as you mention you'll then need to replace the person if they leave. Many managers wouldn't do a reference check for their current staff since it means more work for them if and when the staff member leaves and they have to replace them!

To address your questions:

1. It's hard to say and really depends on the company interviewing them. I'm not sure why the person you spoke with wouldn't answer the question regarding how many staff they'd have to manage. It seems like a pretty important question to ask and why they wouldn't answer it, I'm not sure. As you mention there is a big difference between managing 5 people and managing 20. You seem to have left the company with the impression that the person is a candidate to manage a team and that you recognized their abilities so I think this is positive. You answered the question based on what you were told. What else can you do?

2. Typically companies will only do reference checks once they have identified the person they want to hire although I also know of companies that might do references for the final 2-3 candidates and even companies who do a reference check for all candidates they are considering! Basically what I'm trying to say is that in my experience, there is no single answer! Having said that, more often than not companies will do reference checks just before they're about to make a job offer to that person.

3. Counter offers are an interesting concept. From what you mention, it appears that you'll make a counter offer should the person get a job offer elsewhere. Presumably you'll give them more money, a better job title, more responsibilities, etc. The question I have is this: if your employee deserves any or all of these things, why don't you just give it to them now and save yourself and the person the work of going through a job search and interview process with another company? Why wait until the person gets a job offer elsewhere and then has leverage? I don't know what this person is looking for (ie. I don't know their motivation for looking for a new job) but if you feel a counter offer will keep them with you, I don't understand why you wouldn't just give them what they want now and take away the possibility they'll leave and go to another company.

Carl