The value of job references

The value of job references - a guide for companies
Job references are more than just formal final documents: they are the key to a person's professional achievements and personality.
In today's newsletter, we want to shed light on the art of interpreting job references and offer you a guide for companies to utilise this skill as a decisive competitive advantage.
The value of the reference in personnel assessment
In the HR scene, there is no clear statement in favour of or against job references. Time and again, discussions about the value of these letters arise. But are they really outdated?
Certainly, the importance of references should not be overemphasised, but should be seen as a building block in the decision-making process.
Although they are not the most important criterion for assessing applicants, they still offer a strong contribution to obtaining a well-rounded picture of candidates. The wording of the qualifications can be debatable, but the overall impression usually gives a realistic first impression.
The reference contains not only qualifications, but also a summary of the duties and occupations performed during the employment. This makes it easier to check the veracity of the CV. In addition, references cover gaps or exaggerations and clarify ambiguities. In this way, references help to complete the overall picture of applicants.
In addition, the reference provides information about the exact period, workload and role that the employee had in the previous company. This helps to recognise discrepancies in the CV that candidates may wish to conceal.
Finally, the reference provides information about who initiated the dismissal. This may not always be crucial, but for candidates with many job changes who have never resigned themselves, this is relevant information.
In combination with the CV, references and existing certificates, the reference remains an important tool for an initial assessment of candidates.
Job references - structure, interpretation and handling
The reference letter is an important document that employers issue to their employees. It contains basic information such as confirmation of work, main activities, performance and behaviour evaluation as well as the reason for issuing it. The usual length is one to two pages and the structure includes an introduction, job description and evaluations, followed by a concluding section with the reason for issue and signatures.
There are two types of job references: Full references, which contain all the information, and partial references or work-only references, which are limited to basic information.
The legal basis for employment references is based on Article 330a of the Swiss Code of Obligations, and employees have the right to request an employment reference under certain conditions. This is particularly advisable in the event of a change of supervisor, promotion, internal job change or the assumption of new tasks. For documentation reasons, it is generally advisable for employees to request a reference every three to five years, but especially when they leave or are dismissed from the company.
Job references primarily serve as proof of performance for future job applications. However, the relevance of references as a selection criterion is decreasing, as they can often be misleading and companies are increasingly prioritising other aspects such as the CV and motivation in the cover letter.
The assessment of performance and behaviour in the reference is based on a structured evaluation form with a numerical scale. Key words in the wording give an indication of the assessment, whereby the interpretation is subjective and varies from company to company.
We would now like to take a look with you at the details of job references. In the following, we will give you helpful tips that can help you when reading and interpreting references.
The language of codes:
Job references often make use of standardised phrases that can seem inconspicuous at first glance. It is therefore crucial to decipher these codes in order to make an accurate performance assessment. The correct interpretation of these hidden signals enables companies to correctly assess not only the abilities but also the soft skills of an employee.
Here are some phrases and keywords and the corresponding performance evaluation:
- Rating: poor or inadequate - made an effort / without major problems / in general / under guidance / overall / on the whole / after familiarisation
- Evaluation: average - as expected / satisfactory / in accordance with the agreement / achieved the goals / sufficient / flawless / without problems
- Evaluation: good - good / profitable / exemplary / correct / courteous / conscientious / independent / self-reliant / quick perception / constructive / appreciated / valuable / friendly / loyal / customer-orientated / efficient
- Rating: very good - always / full / fullest / at any time / very / extremely / outstanding / above average / extraordinary
Clear structure, hidden messages:
A cursory glance at an employment reference is rarely enough. These documents often speak between the lines. Understanding subtle nuances and hidden messages is crucial. You should therefore not only pay attention to the clear structure of the reference, but also pay attention to nuances in order to get a comprehensive picture of the employee.
Quantifying successes:
Numbers speak louder than words, and this also applies to job references. Pay attention to how concretely and measurably an applicant's successes are presented. Quantified performance indicators provide an objective basis for evaluation and allow you to understand the employee's actual contribution to the success of the team or project.
Understand the context:
Job references must be viewed in context. Every working environment has its own specific requirements and values. To properly assess the relevance of performance, it is important to understand the context. Candidates in a stressful environment may have done an excellent job and may position themselves differently in a different environment.
Scrutinise gaps:
Unusually long sections or unclear wording should make you sit up and take notice. Gaps in the reference could be deliberately placed and indicate concealed information. It is crucial to specifically enquire about such ambiguities to ensure that no relevant details are overlooked.
The correct interpretation of references is not an art, but a necessity. Companies that master this skill can not only make informed personnel decisions, but also realise the full potential of their employees. The value of references lies not only in the formal documentation, but in the deeper insight into the skills and contribution of each individual.
Would you like to find out more about the interpretation of references? We will be happy to advise you!
Yours sincerely,
Your e-selection team
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