What Is the Value of Self Reflections?

We know from the scientific literature that incorporating self reflections into reference checks brings value to both the job candidate and the organization. Here is the evidence-based value proposition for self reflections:

Combining self reflections with a traditional reference check leads to a more accurate (valid) evaluation of the job candidate

The goal of any reference check is to produce an accurate (and thus actionable) evaluation of the job candidate. When traditional reference checks ask prior colleagues and managers to evaluate the candidate, they miss a critical ingredient: the candidate’s own voice. Job candidates possess knowledge about themselves that prior managers and colleagues cannot access. Previous research has shown that “360-degree” ratings (a process of gathering peer and self-evaluations) are more accurate compared to peer evaluations alone. So self reflections result in a more accurate evaluation of the candidate overall.

For instance, if the reference check seeks to understand the job candidate’s motivations to work, prior colleagues and managers may lack detailed knowledge of the candidate’s financial situation at home, leading colleagues and managers to inaccurately report the degree to which the job candidate is motivated by financial resources. A self reflection could reveal this, and other insights not found in a resume, traditional structured interview, or reference check from prior colleagues and managers.

Self reflections are viewed as a fair process, promoting positive work outcomes

By asking job candidates to complete a reflection (and not only relying on a third party’s feedback), candidates perceive the process to be more fair (called “procedural justice” in the academic literature). When a reference check is evaluated to be more fair, candidates are more likely to trust the outcome of the reference check, and as a result, trust the organization conducting the reference check. Previous research has shown that employee participation at work leads to positive outcomes such as higher engagement and stronger performance.

Self reflections promote individual growth

Reference checks are often viewed as a "check-the-box activity,” providing little value to the job candidate. In contrast, when job candidates are asked to self-reflect on their strengths and areas for improvement, they experience individual growth. As explained in the Harvard Business Review, the act of reflecting requires the brain to pause and consider prior observations and experiences. This reflection becomes learning, informing future goals and actions. So not only does self reflection help the employer, it can also help the employee by nudging them towards growth.