The Art of Reference Checks

A common pitfall in reference checks is asking candidates for a list of references without guidelines, often leading to glowing endorsements from colleagues who may not provide an objective view. However, a well-conducted reference check can be instrumental in making informed hiring decisions. Here are some best practices to maximize the effectiveness of your reference checks.

Instead of accepting a list of references from candidates, request contact details for their former managers. This approach is reasonable, and the candidate's response—cooperative or evasive—can offer insights into their character and work ethic. While current employees might not want you to contact their present employer, you can ask for other recent professional references. Have candidates help set up reference calls, as their existing relationships can facilitate more candid and informative conversations.

Start the reference check by assuring confidentiality to encourage honest feedback. Begin by asking about the candidate's role and responsibilities to confirm job title, duties, and duration of employment. Follow up by inquiring about significant accomplishments to validate the candidate's achievements and set a positive tone for the conversation. Ask about the candidate's overall performance, seeking specific feedback on their impact and work ethic.

To evaluate key skills, have the reference rate the candidate's abilities on a 1-to-10 scale, supported by examples. Understanding the candidate's strengths can help compare the reference's feedback with the candidate's self-assessment. Also, potential areas for improvement should be identified to assess the candidate's coachability. Inquire about the candidate's commitment to professional development by looking for evidence of continuous learning and adaptability. Determine whether the candidate works better alone or with a team to gauge their fit for your team dynamics.

Ask for an example of a setback or challenge the candidate faced to understand how they handle stress and adversity. If the candidate received promotions, this generally bolsters their candidacy; if not, probe for reasons such as limited opportunities or skill gaps. Seek an overall rating on a scale of 1 to 10 to understand how the candidate compares to others, aiming for an 8 or higher for a strong endorsement.

Validate the candidate's reasons for leaving their previous company and ask if the reference would rehire them. This is a crucial question that indicates the reference's overall endorsement. Finally, provide an opportunity for the reference to share any additional relevant information that may not have been covered.

A well-structured reference check can be a game-changer in the hiring process. It helps verify the candidate's claims and provides a deeper understanding of their skills and potential fit within your organization. It can also level the playing field for candidates less adept at self-promotion. Ultimately, these best practices can help ensure you make the best hiring decisions for your team.