should I offer job candidates references on me as a manager?

A reader writes:

I supervise a small team. I try to be the type of manager I would like to have and, when I’m hiring, provide lots of info for candidates. I have started to offer candidates the opportunity to talk to others in a similar job role or to connect with the person who had the job previously — basically a reference on me as a manager and our organization. I feel lucky that current and former employees are willing to have these conversations with candidates, and am trying to figure out how to word it for both parties.

I want my current/former employees to be candid and honest with their experiences, and for the candidate to trust the information they’re getting. My current/former employees opt in, and I tell both people that I’m not going to ask either of them about what they talk about (and then don’t). Enough people have had toxic work environments that some people might not trust being asked or offered to do this, so I’m trying to figure out how to convey that “no really, be honest about sharing and what you want to know.” Any suggestions?

I answer this question — and two others — over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here.

Other questions I’m answering there today include:

• My employees half-assed the hiring process for promotions
• Am I being petty about not getting a thank-you note after helping someone?

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