Why Referees aren't important

The traditional recruitment process has gone something like this:

1. Advertise
2. Cull resumes
3. Interview 5-10 people
4. Shortlist 3
5. Second round interviews
6. Psychometric Assessment
7. Reference Check
8. Make offer.

The reference check stage has always intrigued me. The purpose has traditionally been to investigate any areas of concern which may have arisen from the interview or psychometric assessment stage, for example, are they as diligent as they say? Do they really deliver on time?

Two trends, however, have reduced the power of reference checking. First, do you know anyone who gives a bad referee? Second, our litigious society means that referees are far more circumspect and careful in what they say. Recruiters have learnt to make a subjective opinion about someone on the length of the silence after asking "Would you hire this person again?".

Social media is turning this process on its head.

Many recruitment processes, especially for specialist roles, now begin with a search through the net to see who is the best workplace lawyer or sustainability engineer. Recruiters look to see who is regarded as the best in the industry by reading recommendations, blog posts, articles and anything they can find about you. They may also find who they know who knows you. Then give them a call and subtly ask questions about how good you are.
They're doing their reference checking first.
And most likely, you have no idea who they are speaking to.

This means that you have to be proactive in managing your online profile. Contribute regular to online discussions (eg Linkedin Answers) and submit articles to magazines in your field. Occasionally Google yourself (no its not just for ego maniacs!) to see what others see about you.

But the best career advice of all: Do Your Job Well. Then your profile will only be positive.