It's flattering to be asked to serve as a character reference – also known as a personal reference. But then anxiety may overtake your good intentions when you wonder "What will they ask me?" "How will they ask me?" and "What should I say?" Learning the answers to these questions can be a confidence booster when the person checking that reference finally gets in touch, either by phone or email. It's also good to know the answers to these questions, just in case the situation is ever turned around and you must ask someone to serve as a reference for you. Take it from the top, beginning with the value that character references can bring to a prospective employer.
These days, it's common for employers to ask for both professional and personal references. The former are called upon to attest to a candidate's work history, work ethic, professional accomplishments and other issues related to the workplace. Former coworkers and supervisors who worked closely with a job candidate are in the best position to answer these types of questions.
Learning about a candidate's work life can be enlightening for a prospective employer, and personal references can take these insights to a new level. While hiring someone with the proper skill set is important, some employers are equally (and sometimes more) concerned with finding someone who will be a good organizational fit. As Michael Page points out, tasks can be taught; someone either will complement an organization and the people in it or he won't.
Advertisement Article continues below this adThis point is worth "holding up to the light." Most employers call references after an initial or second interview. If a candidate reaches this point in the interview process, conventional wisdom holds that things are progressing well and that the candidate has made a positive impression. So by the time an employer calls a reference, he probably has gleaned a sense of how the candidate might fit in with the existing team. A personal reference, then, can confirm (or deny) their hunches, Indeed says, by answering questions related to the candidate's:
Of course, there is nothing to stop an employer from asking about a candidate's work history. Presumably, a personal reference would be able to share information about this topic, too. But with several professional references to turn to, employers are more likely to rely on character references to fill in details about the candidate's personal traits.
Some employers specify who they think would be a suitable personal reference. In other words, they may ask that the reference and candidate know each for at least five years and are not blood relations. In the absence of such direction, you might be stumped by who to ask to be a personal reference for you. In this case, consider:
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It may be tempting to think in terms of acquaintances, but listing one could be a calculated risk. Just like professional references, a personal reference should be someone who knows you well. So think in terms of anecdotes – positive ones, obviously – and the likelihood of a personal reference being able to share one with an employer. This is the level of detail employers look for.
This said, calling a personal reference does not give an employer carte blanche to ask whatever he likes, tucking it under the heading of a personal question. Business News Daily points out that employers may not ask about four topics during character reference phone calls:
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The people who are entrusted to make reference checks are usually well-versed about discrimination laws and what they can and cannot ask a reference. However, you wouldn't be the first person to encounter someone who attempts to slip an off-limits topic into the conversation. If this happens to you, a good reference check answer might go along the lines of, "Whoops. I know we're not supposed to go there. What else might I address for you?"
An inappropriate question is one awkward bridge you hopefully will not have to navigate, particularly since many character reference phone calls proceed pleasantly enough, beginning with some "verification" questions, U.S. News says:
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From here, you might expect the employer to ask:
Some employers end reference checks with a "softball" question: If you had the chance, would you hire this candidate? They really want to hear a good reference check answer such as, "I absolutely would! And I think your organization should, too, because. . . ."
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The employer, in other words, wants specificity, along with a ringing endorsement. Anything short of that tends to send up a warning flag. It should send one to you, too: If you cannot positively boast about a candidate, you're better off declining the opportunity to serve as a reference in the first place. This could spawn an uncomfortable conversation with the person who asked you. But at least it will stop a toe-curling situation in its tracks before it really gets started.
To save time, many employers send automated reference checks via email. They pose the questions and provide either a sliding scale of potential answers or ask respondents to fill in a blank. The end product of some of these reference checks are starting to resemble recommendation letters, so it's not a bad idea to familiarize yourself with the format of one that Indeed says covers all the bases:
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No one may aspire to become a reference expert, but there's a lot to be said for becoming familiar with the process, whether you're giving or asking for a reference. You might even say your willingness to learn demonstrates a mark of character.