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factual information
. This confirms the nature of the applicant's previous job(s), 
period of employment, pay and circumstances of leaving. 
(b) 
Opinions
about the applicant's personality and other attributes. These should obviously be treated 
with some caution. Allowances should be made for prejudice (favourable or unfavourable), charity 
(withholding detrimental remarks), and possibly fear of being actionable for libel (although 
references are privileged, as long as they are factually correct and devoid of malice). 
At least two 
employer
references are desirable, providing necessary factual information, and comparison 
of personal views. 
Personal
references tell the prospective employer little more than that the applicant 
has a friend or two. 
9.2.1 Written references 
Written references
save time, especially if a standardised letter or form has been pre-prepared. A simple 
letter inviting the previous employer to reply with the basic information and judgements required may 
suffice. A standard form may be more acceptable, and might pose a set of simple questions about: 

Job 
title 

Pay/salary 

Main duties and responsibilities 

Attendance 
record 

Period 
of 
employment 
If a judgement of character and suitability is desired, it might be most tellingly formulated as the 
question: 'Would you re-employ this individual? (If not, why not?)' 
9.2.2 Telephone references 
Telephone references
may be timesaving if standard reference letters or forms are not available. They 
may also elicit a more honest opinion than a carefully prepared written statement. For this reason, a 
telephone call may also be made to check or confirm a poor or grudging reference which the recruiter 
suspects may be prejudiced. 
It should be noted that with the giving and taking up of references there are 
legal issues 
to consider. 
Those who issue references need to be aware of the potential for claims of negligence from the 
prospective employer relying on the reference, or even defamation from the employee about whom the 
reference is being written. In addition, confidentiality must never be breached. Former employees have 
sued for slander and subsequent employers have brought an action where a person was recommended 
for an unsuitable post and their incompetence caused damage. Because of the legal implications, 
employers nowadays write a reference that is purely factual, confirming the dates, salary and role of the 
person in question. An alternative new method of assessment for new recruits comes in the form of a 
detailed questionnaire, which has been designed to ask skill-based, quality questions that should 
provide accurate answers.
BPP Tutor Toolkit Copy

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CHAPTER 12
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RECRUITMENT AND SELECTION