Luke Watkeys, Business Manager
We’ve heard those words way too often. It’s unfortunate that for the modern manager, it is more likely than not that you will have gone through some tough employment relations cases in your career. The type of experience that can leave a rather nasty taste in the mouth, and one that you will never want to repeat. And one thing we’ll often ask, after the dust has settled, is when the tipping point was. Specifically, what was the point at which you noticed that there were going to be issues?
This is where good reference checking comes in.
We’ve asked this question many times of our customers, and found that if you dust off the references of these employees, that something lurks that serves as a massive red alert not to employ the person. False referees, poor attendance records, references only going back 3-months to name but a few.
Our experience shows that people’s past work record is generally a very sound indicator of future performance and conduct, and that to skimp on full checks because of pressure to get somebody in post or to ignore concerns arising from the checking process out of a benign desire to ‘give the benefit of the doubt’ can backfire very badly for clients, the manager and colleagues. When in any doubt whatsoever, it is always our advice not to appoint.
Get a decent referencing policy in, stick rigidly to it, and find yourself never, ever again having to repeat those fateful words.