If you generally depend on coworkers to refer candidates when there is a job opening in your firm, you are doing it wrong.
Most companies take into consideration the references from coworkers of job candidates because they think they have a better understanding of the right fit for their company. While this is true sometimes, it also leads to terrible hires more often than you’d like. This is the reason why experts advise that you do not take into consideration peer references until and unless the person who is referring has worked as the manager for that particular reference. If you are wondering why you can cut some slack to the managerial position, please read on:
Managers Focus on Performances
While coworkers generally focus on their rapport with the particular candidate and their overall performance, managers focus on all aspects of performance and know exactly how well a candidate has performed. Coworkers can’t be accurate when it comes to determining whether the candidate fulfilled all the responsibilities given to him or her and whether he or she has been able to do justice to his or her job role. This information lies with the manager. Also, managers know more about the attitude of the employees such as when they receive critical feedback. Thus, by default, managers are more dependable than anyone else when it comes to references.
Managers Have A Better Insight
On a general note itself, managers do a much better job than coworkers in assessing candidates. The point-of-view of managers is seldom influenced by emotional attachment or personal conversation. They can easily tell you whether a particular candidate will be ideal for your business as a whole instead of simply thinking about the job role in question. This piece of advice is invaluable.
Managers Are Not Biased
Extending the aforementioned points, it is almost obvious that coworkers are biased. Out of the entire pool of peers that they have, they are attached to a few and generally dislike a few. Even if a person were the perfect fit for a job they wouldn’t refer him or her unless they like him or her. This is very common and is also one of the biggest reasons why you should not choose peer references. Managers don’t do bias. They assess based on performance and nothing else.
If you still think you can take the word of coworkers and choose the candidates, it is highly advisable that you learn as much as possible about the candidate during the interview process so that you don’t make any mistakes. Otherwise in your haste to ease the hiring process you will end up making it even more arduous. However, our recommendation is that you make it a strict policy that you will not give importance to peer references.
You may think that peer references will make hiring easier for you but that is not always the case. Coworkers usually don’t have a clear insight about the capabilities of a candidate. This is the reason why you shouldn’t trust references unless they come from someone who was a manager.