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Introduce yourself by stating your full name. Outline the qualifications that make you a good reference. Establish how you know the candidate and for how long you have known them. For example, say something like, "My name is John Smith. I am a district sales manager and I was Jane's direct supervisor for 3 years, starting in 2007." Instead of listing a candidate's skills, describe how those skills were reflected in the person's actions. Give specific examples of how the candidate used their expertise to solve a problem or improve their workplace. You may be asked to do so directly, or asked a more general question that you can elaborate on. For instance, if you want to highlight a candidate's organizational skills, describe how they implemented a new catalogue system for office files to make documents easier to access. You will certainly be asked to list some of the candidate's negative qualities or shortcomings. Answer this question honestly, but frame this answer within the larger picture of their work to improve. This is the best way to retain your credibility without throwing the candidate under the bus. For instance, note that the candidate had an issue with meeting deadlines, so they streamlined their work habits to remedy the problem. Answer the question of why the candidate left your organization concisely and factually. Do not embellish the story or add personal opinions to it. Note that this question was almost certainly asked of the candidate themselves in their interview, so you must be truthful. For instance, say something like, "The candidate left on good terms to pursue other opportunities in the industry." Employers are prohibited from asking certain personal questions during job interviews and reference checks that may sway their decision unfairly. While a candidate may choose to answer such a question during their interview, you are not permitted to provide this information about them. Politely decline to answer any questions pertaining to: The candidate's health The candidate's marital status Whether or not the candidate has children The candidate's current financial situation
Introduce yourself and your relationship to the candidate. Provide concrete examples of the candidate's skills in action. Describe the candidate's weaknesses within the context of self-improvement. Be honest and diplomatic about why the candidate no longer works with you. Do not answer inappropriate personal questions.