How to Reference Check

The importance of conducting thorough reference checks cannot be overstated.

These checks serve as a pivotal tool in bridging the gap between what is presented and the actual experiences associated with an individual.

This essay delves into the significance of reference checks in hiring and investment scenarios, emphasizing the need for a structured and comprehensive approach.

1. Number of References: To ensure a balanced perspective, it's essential to connect with 3-5 references for each candidate. These references should have had a direct working relationship with the candidate, with at least one being a former manager. This ensures a mix of hierarchical perspectives, providing a holistic view of the candidate's capabilities and behavior.

2. Setting the Context: Every reference check should begin by sharing the mission of the hiring or investing company and the specific role or opportunity under consideration. Understanding the nature, duration, and depth of the reference's relationship with the candidate is crucial. Questions about their collaboration frequency, the nature of projects, and the candidate's approach to teamwork can provide invaluable insights.

3. Backchanneling: While formal references are informative, backchanneling offers a more candid perspective. By discreetly connecting with trusted individuals familiar with the candidate, one can gain unfiltered feedback. However, it's paramount to respect the candidate's privacy and ensure no harm to their current position or relationships.

4. Preparation: A structured approach requires a prepared questionnaire. While standard questions ensure consistency, tailoring additional questions based on interview feedback can unearth deeper insights. Areas to probe include culture fit, intellectual capability, determination, conflict resolution techniques, and, for managerial roles, management style and approach.

5. Rephrasing Questions: To ensure clarity and consistency in feedback, it's beneficial to rephrase and repeat certain questions. For instance, productivity can be assessed by asking about the candidate's ranking, specific instances of exceptional productivity, and any hindrances they might have caused.

6. Phone Call Structure: A structured call begins with an introduction, followed by understanding the relationship context. The main segment involves questioning, and it concludes with a summary of the feedback. While the target duration is 5-15 minutes, flexibility is key, especially if the reference provides in-depth insights.

Reference checks are not just a formality; they are a cornerstone of informed decision-making in hiring and investment.

By adopting a structured approach and understanding the nuances of the candidate's past collaborations, organizations can mitigate risks, ensure cultural fit, and make decisions that align with their long-term vision and values.

In the ever-evolving business landscape, where the cost of a misstep can be significant, thorough reference checks are the compass that guides towards the right choices.