MAKING THE MOST OF Reference Checks

Reference checking is an essential part of assessing a candidate’s track record. When properly done, references contribute to a thorough understanding of a candidate’s strengths and weaknesses. References can help avert a bad hire, or confirm that a candidate is the right person for the job.

Yet all too often, references are viewed as a formality and are not conducted with rigor. Don’t squander the opportunity to conduct thorough reference checks. Here are eight suggestions for making them worthwhile:

• Have an Agenda.  Before you pick up the phone, know what you want to accomplish.  After multiple interviews with the candidate, it should be easy to identify issues to explore in depth.  Dig into areas of concern, and try to get confirmation of strengths.
• Talk to Enough People.  Speak to a mix of former bosses, peers, and subordinates who can shed light on important achievements and areas of concern.  In practice this means talking with at least six to eight people, and sometimes more.
• Source Your Own References.  Candidates should provide a list of references.  Supplement this list by identifying and calling other former coworkers who are not on the list.  It is good practice to tell the candidate you plan to do this, and to secure permission by asking “Is there anyone I cannot talk to about you?”
• Be Persistent.  Some references will give a frank appraisal without a lot of prodding, but others will hold back.  Press for real answers.  Unwillingness to speak openly about a candidate raises new questions you need to explore.
• Listen.  Sometimes hiring managers are so enamored with a candidate that they overlook subtle red flags.  Listen carefully, be prepared for surprises, and follow up when references suggest new lines of questioning.
• Don’t Expect Perfection.  No one is perfect, and quality referencing will surface weaknesses along with strengths.  Knowledge of the candidate’s strengths and weaknesses enables you to weigh them and make informed decisions. 
• Use Expert Resources.  A senior level human resources executive or executive search consultant can provide invaluable assistance with referencing.  Their expertise can ensure a thorough and professional job.  If you have retained a search consultant, he will typically do references on your behalf.
• Do Some Yourself.  Speak directly with two key references, even if you have delegated the bulk of referencing to experts.  Former managers can provide you with valuable advice on how to manage the candidate after he joins your organization.

At the conclusion of the process, evaluate what you’ve learned.  Good referencing will help you decide whether to proceed with a hire, and give you clues about how to effectively manage the new hire once she comes on board.