Assuming you feel confident you can have this conversation without fear of retribution, the rule of thumb is to be upfront and honest. Let your employer know that you're considering moving to a new job with another company, that you've weighed up your decision carefully, and believe it's the right move for your career.
The right time to ask
If you haven't yet discussed the fact you're planning to leave with your current boss, and don't wish to, (as is often the case) then it pays to avoid making the referee request until you have a firm offer on the table. As is common these days, a job offer may be made 'subject to having the current reference completed.' This is the time to ask.
Choose wisely
Deciding who to approach as a referee is the next important step. It goes without saying that you really shouldn't risk asking a manager or colleague you don't especially get along with. Remember, the reference checker will be asking questions along the lines of: "Would you employ this person again?" so it's vital you choose someone you think would be willing to support you in your employment quest and provide honest and balanced feedback.
Making the approach
As for making the approach to your 'carefully selected' referee, I'd suggest you assess their management style before asking. If their style is laid-back, a casual chat might be the right approach. However, if they do things more formally, then an email might be a more appropriate channel to use.
Let your employer know you would welcome any feedback they have to offer. And finally, remember to thank them.
Been asked to be a referee for someone you don't rate that highly? Here's what to do.....
Although it's awkward, it does happen, so the short answer is you shouldn't give anyone a reference unless you feel 100 per cent comfortable doing so.
Firstly, reference checking, and the whole hiring process, is all about finding out if the candidate and the job are a good match.
If you do choose to act as a referee, the best policy is to be honest and balanced in your comments, always. If the candidate and position are not a good match and it's not discovered until it's too late, the company will be stuck with a poor performer and the employee will be stuck struggling in a job that isn't right for them.
At the outset, it's wise to understand the role the individual is applying for, so you're able to construct your feedback in relation to the role on offer. I suggest the following:
• If you're uncomfortable acting as a referee for someone, DO NOT agree to be one. Advise the employee in advance that you won't be able to provide a reference. You might cringe at the thought of having to decline, but remember that it's far kinder to be upfront.
• Provide balanced feedback. No one is perfect, so balanced feedback is valued and expected. Highly recommending someone who you know will not be successful will reflect on your judgement and could harm your reputation.
• Couch your comments along the lines of 'areas for improvement or development'. This allows for a broader scope of comments and is a constructive way of making suggestions.
• If you DO choose to give a reference for a poor performer, then stick to objective facts you can prove. Despite a widespread belief to the contrary, employers are permitted to provide critical references as long as they're truthful.
Career agent Annie O'Keefe, manages a team at Frog Recruitment Ltd, specialising in permanent, contract and temporary portfolios across Accounting and Finance, Business Support Services, Human Resources, IT, Operations, Sales and Marketing. For more information see www.frogrecruitment.co.nz
