Reference checking –a gem of an opportunity

Think back to the last time you carried out a reference check. How important was it in the recruitment process, who were you talking with, what did you learn?

The first time I realised the opportunity of a reference check was when someone offered to complete one for me. I declined. I did understand the attraction. Recruiting is time consuming and right at the end we have to find more time to ring busy people and ask more questions. Delegation seems a good use of resource. Right?

Maybe…

Appointing someone anywhere in our organisation is one of the most important decisions we make for all the reasons outlined in the literature, and from our own experiences. In my experience reference checking is right up there with face-to-face meetings. Much is written about the questions to ask and the risks this process can mitigate. However, by taking a broader context with a personal approach new perspectives and opportunities can emerge.

Why?

·     Reference checking is a marketing opportunity. You have a captured audience to passionately and personally share your organisation, its purpose and values. Why you work there or why you own it. By leaving the conversation memorable, you create organisation-envy. Who knows how that might play out in the future?

·     In that context, a reference check is the last chance to explore, clarify and confirm what you saw and heard at interview against what you want. You gain personal insights and learnings by asking the right questions and listening. Applying your ear will generate real value.

·     Reference checking is networking; a new connection, a future employee, a future employer, a new customer. A chance to talk about the industries you are in. Share experiences and challenges. Listen for opportunities.

·     Referees are advocates of the person you are recruiting. This is your last chance to send messages back the other way. What you are seeking, what you saw, what you want, what your organisation stands for. What you stand for as part of that organisation. Your conversation will go back. Make it count.

·     The information you gather sets the baseline for induction, orientation and personal development planning. Both parties start on an equal footing, positively and proactively.

·     Appointments are personal. Whether you get it right or wrong there is an impact on the people involved and on the bottom line. Training everyone about the role of reference checking, leading by example, will bring your organisation’s purpose and values to life.

Whether an offer is made or not you will send a message about who you are and the importance you place on getting the right people on your team.And you might just spot a gem of an opportunity that may otherwise have been missed.