Are you checking references for your new hires?

I can truly say that references are the most overlooked and often the most crucial step in finding the best long-term fit for a role. 

But, there are many important steps in the interview process. You have to find the right person, make sure they're interested in your company, the salary range needs to match up, etc. But, all of those things can be stretched with the right candidate who is good at "selling" themselves. Some people are amazing at the art of interviewing. They create rapport, listen well, and sell their experience beautifully. But, are they actually good at the work they do?  

A good interviewer does not always make a good hire.

Now, I'm not talking about checking references that are peers or friends from their old office. You have to speak with the individual's manager who worked with them daily. And, you need to have a list of questions that dig into the work that they did. (I suggest having the resume on your desk while you write the reference responses to check on timelines and duties performed)

NEVER send an email reference. This is too big of a decision to try to automate with an email. This is just bad practice.

I suggest looking up the person that is giving the reference on Linkedin. Are you connected or do you share some connects? Spotting a phony reference is somewhat of an art and practice makes perfect. Are the questions answered fully? Does the reference seem to "sugar coat" everything and sound more like a cheerleader? Do they hesitate before giving answers? Those are all red flags that require more digging. 

Good references should tell you things about the person that you already suspected and know. Matching up stories is the key as we look for transparency from both the interviewee and the reference. I like to ask them something that is not on the resume and then sit back and let them talk. "When Tom was promoted, did he take on additional work and if so what types of things?" I already know what Tom has told me but I want to hear his/her version. I love to ask lots of open-ended questions so that the person feels the need to keep talking because we all know, the one that talks the most also shares the most. 

Some Human Resource departments will not allow references in which case you can ask for a "personal reference" or an "off the record" reference. You may need to ask the same questions a little bit differently but there is always a way.......

Happy Recruiting!