The Journey to Trust: Navigating References in Creative Leadership

As a Regional CEO, your Sunday morning starts with optimism – margins are up, costs are low, and everything seems to be on track. You might be even planning a bike ride... But then, you get a call from your team in China about your promising new CEO, and everything changes.

Just a few months ago, we were thrilled to welcome this new CEO to our team. The references seemed solid, their LinkedIn profile was impressive, and they came highly recommended. This individual had all the hallmarks of a game-changer – strategic vision, leadership skills, and a knack for driving results. We were confident they would take our China operations to new heights.

However, as time went on, cracks began to appear. First, there were whispers of discontent among the team. Then, reports of missed deadlines and erratic behavior started to surface. The final blow came when we discovered discrepancies in their achievements and qualifications – a stark contrast to the glowing recommendations we had received.

You're next call is either to the culprit, your HR, your boss, or your legal head. One thing's for sure, that bike ride is over and your laptop's on fire.

Securing solid references for senior-level candidates has become a complex challenge. The legal landscape and dishonest practices are making it harder than ever to ensure we have the best leaders in place.

The Legal and Ethical Minefield

The crux of the issue lies in the legal implications and ethical considerations of providing references. Companies fear potential lawsuits stemming from negative references or even from positive ones that might be construed as misleading. This fear has led many organisations to adopt a policy of providing only the most basic information: dates of employment and job titles. While this approach minimises legal risk, it also strips away the nuanced insights that can help a candidate stand out.

The Impact on Executive Search

For executive search firms specializing in the advertising and media sectors, the lack of detailed references can be a significant hurdle. This industry thrives on creativity, leadership, and the ability to drive compelling narratives. A glowing recommendation from a former employer can be a game-changer, offering a glimpse into a candidate's strategic vision, leadership style, and ability to thrive in a fast-paced environment. Without these endorsements, candidates may find it challenging to differentiate themselves in a competitive market.

The Deterioration of Senior-Level Talent

From my perspective, all of this has led to a troubling trend: the standard of senior-level talent is deteriorating. Not to blame often junior internal recruiters, relying on AI ATS systems and standard LinkedIn profiles to find senior staff, aren't getting the best references. This reliance on limited information and basic endorsements means that truly exceptional candidates may be overlooked, while less qualified individuals slip through the cracks. The lack of comprehensive references is contributing to a talent pool that doesn't always meet the high standards required for leadership roles in advertising and media.

Leadership Can Make or Break an Entire Agency

In the advertising and media sectors, the role of leadership cannot be overstated. Effective leadership drives innovation, fosters a positive work culture, and steers the organization towards achieving its strategic goals. Conversely, poor leadership can lead to a lack of direction, low morale, and even financial losses. Leaders who can articulate a clear vision and rally their teams around it create a sense of purpose and direction, while poor vision and strategy leave teams feeling lost and unmotivated. As these industries constantly evolve, leaders must be adept at managing change to ensure their teams remain adaptable and resilient, avoiding the confusion and resistance that come with poor change management. Engaging and inspiring teams fosters a positive work environment, leading to increased productivity and creativity, whereas disengaged employees can negatively impact team dynamics. Effective decision-making is critical to driving the organization forward, while poor decisions can result in costly mistakes. Lastly, investing in talent development through coaching, mentoring, and professional growth is essential for long-term success, preventing high turnover and ensuring a skilled workforce.

The Pervasiveness of Dishonesty

Adding to the complexity is the unfortunate reality that dishonesty is rife in the hiring process. Candidates sometimes embellish their achievements, inflate their responsibilities, or even fabricate entire roles. Here are a few specific examples:

Embellished Achievements: A candidate might claim to have led a successful advertising campaign that, in reality, was a team effort where their role was minimal. This exaggeration can mislead hiring managers about their actual capabilities.

Inflated Responsibilities: It's not uncommon for candidates to inflate their job titles or responsibilities. For instance, someone who was a junior account manager might present themselves as having been a senior account manager, misleading potential employers about their level of experience and leadership skills.

Fabricated Roles: In more extreme cases, candidates might fabricate entire roles or periods of employment. For example, a candidate might list a fictitious position at a reputable agency, complete with fabricated references, to cover gaps in their employment history.

Beyond dishonesty, there are other troubling behaviors that often go unreported due to the lack of comprehensive references. In the advertising and media sectors, where high-pressure environments and social events are common, I've encountered anecdotes of alcohol abuse, abuse, and harassment. Here are a few examples:

Alcohol Abuse: I've heard of senior executives who, despite their professional achievements, have struggled with alcohol. This behavior not only affects their performance but also the morale and productivity of their teams. Without honest references, these issues often remain hidden until they resurface in a new role.

Abuse and Harassment: There have been instances where candidates with a history of abusive behavior or harassment have managed to secure new positions because their previous employers were unwilling or unable to provide detailed references.

Unprofessional Conduct and embezzlement: Stories of unprofessional conduct, such as inappropriate behavior at industry events or a lack of respect for colleagues, are also common. These behaviors can severely impact team dynamics and the overall work environment, yet they often go unreported in basic reference checks.

The Role of Executive Search and Recruitment Agencies

Executive search and recruitment agencies in the advertising and media sectors often find themselves in a difficult position. Faced with the legal risks associated with providing negative references, they sometimes opt to hide bad references altogether. This practice can involve various tactics, such as:

Providing Vague Feedback: Instead of giving a detailed negative reference, agencies might choose to provide vague or non-committal feedback that doesn't fully disclose a candidate's shortcomings.

Highlighting Positive Aspects Only: Agencies might emphasize the positive aspects of a candidate's experience and skills while downplaying or omitting any negative information.

Using Standardised References: Some agencies adopt a policy of providing only the most basic information, such as dates of employment and job titles, to avoid any potential legal repercussions.

While these practices can protect agencies from legal risks, they also contribute to a lack of transparency in the hiring process, making it harder for companies to make informed decisions about potential hires.

How the Best Recruiters Obtain Accurate Information and References

Navigating these challenges requires a strategic and multifaceted approach. Here’s how the best executive search professionals manage to obtain accurate information and references:

Building Trusted Relationships: Establishing strong, trusted relationships with both clients and candidates is crucial. By fostering open lines of communication, executive search professionals can gain deeper insights and more candid feedback than what might be offered in a formal reference.

Leveraging Networks: Utilising a wide network within the industry can provide informal references that are often more revealing than official ones. Industry events, professional associations, and mutual contacts can be invaluable in gathering honest and comprehensive feedback.

Alternative References: Seeking endorsements from colleagues, clients, or mentors can provide a different perspective on a candidate’s abilities and character. These alternative references can be just as insightful, if not more so, than traditional employer references.

Structured Questioning: When formal references are available, using structured and specific questioning can help elicit more detailed and useful information. Asking about specific situations, challenges, and outcomes can provide a clearer picture of a candidate’s capabilities and work ethic.

Cross-Referencing: Comparing information from multiple sources can help verify the accuracy of the details provided by candidates. Discrepancies can be investigated further to ensure a comprehensive understanding of the candidate’s history.

Transparency and Honesty: Encouraging transparency and honesty from all parties involved can help mitigate the issues surrounding references. Being upfront about the importance of accurate references and the potential consequences of dishonesty can foster a culture of integrity.

Legal and Ethical Considerations: Understanding and navigating the legal and ethical considerations in reference checking is essential. Working with legal experts to develop protocols that protect all parties while still providing meaningful insights can help balance these concerns.

I’m JM, an ICF professional coach and iEQ9 Enneagram teams facilitator, who's spent over 25 years across Asia in executive roles at WPP, IPG McCann Worldgroup, S4 Capital’s Media.Monks and the Grace Blue Partnership. In 2020, I founded Tripitakka Consulting, specializing in Executive Search, Leadership Coaching, and Team Dynamics.

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