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Most companies are terrible at reference calls.
So they often are a waste of time and opportunity.
But, they are a *great* chance to make sure you set candidates up to succeed in your org if done right.
Here are 13 things in reference checking I like to do:
So they often are a waste of time and opportunity.
But, they are a *great* chance to make sure you set candidates up to succeed in your org if done right.
Here are 13 things in reference checking I like to do:
1) Back-channel if you can.
Sure, the references that candidates provide will be helpful.
Better if you can network to someone who is likely less biased or prepared -- and get the real scoop on a candidate.
Sure, the references that candidates provide will be helpful.
Better if you can network to someone who is likely less biased or prepared -- and get the real scoop on a candidate.
2) Ask references for specific narratives/facts.
They know their input will impact whether a person gets hired.
They will spin for their friends but few will spin specific stories/facts.
"Tell me how X left the job" likely won't be a fabrication.
"Tell me about X" will be.
They know their input will impact whether a person gets hired.
They will spin for their friends but few will spin specific stories/facts.
"Tell me how X left the job" likely won't be a fabrication.
"Tell me about X" will be.
2a) Ask open-ended questions as much as you can otherwise.
You can learn a lot from *what* references choose to discuss.
"How was X perceived internally?" is much stronger than "Was X a top performer?"
You can learn a lot from *what* references choose to discuss.
"How was X perceived internally?" is much stronger than "Was X a top performer?"
3) Shut the hell up.
Interrogators know this trick -- people will run their mouth if you just sit there and listen.
If the other side pauses, try just being quiet.
References will start to ramble.
Listen closely. Probe. It's a dialogue.
Interrogators know this trick -- people will run their mouth if you just sit there and listen.
If the other side pauses, try just being quiet.
References will start to ramble.
Listen closely. Probe. It's a dialogue.
4) Use multiple references to find patterns.
One reference saying a thing is an anecdote.
3 saying it and you know for reals how the candidate is perceived.
Each one you can use a way to probe further into the persons' strengths and weaknesses.
One reference saying a thing is an anecdote.
3 saying it and you know for reals how the candidate is perceived.
Each one you can use a way to probe further into the persons' strengths and weaknesses.
5) Don't schedule. Just call.
Your mission in references is to discover the real candidate.
What better way to do that than to ideally talk to a reference without prepared statements at the ready?
(Of course, if it's a bad time when you call then be kind and try for later.)
Your mission in references is to discover the real candidate.
What better way to do that than to ideally talk to a reference without prepared statements at the ready?
(Of course, if it's a bad time when you call then be kind and try for later.)
6) Don't ask for weaknesses/criticisms directly.
References are usually friends with the candidate.
So are going to be reluctant to give you negatives.
But *everyone* has negatives.
Be creative to get them to answer that like "What job would you LAST give to candidate X?"
References are usually friends with the candidate.
So are going to be reluctant to give you negatives.
But *everyone* has negatives.
Be creative to get them to answer that like "What job would you LAST give to candidate X?"
7) Don't fall for the "regulations prevent us from talking to you" thing.
Yes, I know the laws differ on this.
But, a candidate who couldn't provide anyone from their job to talk to you?
Spoiler alert: that's never happened to me.
A-players have a trail of raving fans.
Yes, I know the laws differ on this.
But, a candidate who couldn't provide anyone from their job to talk to you?
Spoiler alert: that's never happened to me.
A-players have a trail of raving fans.
8) Do references mid-process. Not at the end.
Most people use references to verify after you've already decided to hire someone.
Given these references are the people who *actually* know the candidate, what sense does that make?
You've only been in a room w/ them for an hour!
Most people use references to verify after you've already decided to hire someone.
Given these references are the people who *actually* know the candidate, what sense does that make?
You've only been in a room w/ them for an hour!
9) Write a written report of reference findings prior to making an offer.
This is akin to investors writing an investment memo.
No better way to make sure you've taken references seriously -- and to communicate that to your colleagues/bosses.
This is akin to investors writing an investment memo.
No better way to make sure you've taken references seriously -- and to communicate that to your colleagues/bosses.
10) Some of the "best-practice" stuff on references is stupid, I think.
For example, I actually don't tell the reference what the candidate is pursuing (unless they ask).
Why? I don't want the reference tailoring answers for me! I want to know the real person!
For example, I actually don't tell the reference what the candidate is pursuing (unless they ask).
Why? I don't want the reference tailoring answers for me! I want to know the real person!
11) Prepare for reference checks.
Use the questions or concerns that you had in the interview process to have a game-plan for reference checks.
Pre-meditate your game plan.
Use the questions or concerns that you had in the interview process to have a game-plan for reference checks.
Pre-meditate your game plan.
12) Use multiple reference checkers.
If you have multiple people on your team calling references, you're less likely to have a bias or a blind spot.
To make this work, you'll need to check more than the cursory 1-2 references. I tend to do more 6-7+.
If you have multiple people on your team calling references, you're less likely to have a bias or a blind spot.
To make this work, you'll need to check more than the cursory 1-2 references. I tend to do more 6-7+.
13) Talk terms with your candidate before investing in reference checking.
This avoids getting through 5-6 hours of reference checking only to discover you can't afford the candidate and time is wasted.
I like to ask, "If these references work out, you're taking the job?"
This avoids getting through 5-6 hours of reference checking only to discover you can't afford the candidate and time is wasted.
I like to ask, "If these references work out, you're taking the job?"
And that's it.
Thanks for listening, happy hiring, and have a great Thursday!
Thanks for listening, happy hiring, and have a great Thursday!
