Mastering the Art (and the Science) of Reference Checks in Recruitment

Reference checks are a crucial part of the hiring process, providing valuable insights into a candidate's work history, performance, and cultural fit. However, not all reference checks are created equal.

Here's how to conduct effective reference checks that truly inform your hiring decisions.

Timing is everything

For executive roles, reference checks often occur early in the process, even before interviews. This is due to the high stakes involved in C-suite positions and the need for thorough due diligence.

For other roles, reference checks typically happen towards the end of the interview process, often just before the offer stage. This timing helps confirm the hiring manager's decision and provides final insights into the candidate.

Quality over quantity

While it's common to ask for 3-5 references, you don't necessarily need to contact all of them. Aim to speak with at least two references to get a well-rounded view of the candidate.

The right questions

Avoid yes/no questions and instead focus on open-ended queries that encourage detailed responses. Some effective questions include:

1. "What was it like working with [candidate]?"
2. "What's their superpower?"
3. "Do you have any tips for working with them?"
4. "What's one thing you would coach this person on?"

These questions can provide valuable insights into the candidate's working style, strengths, and areas for growth.

The right method

Avoid surveys or email-based reference checks. Instead, opt for phone calls. This allows for a more natural conversation and helps you pick up on nuances in tone and enthusiasm that might be missed in written responses.

Keep it short and sweet

Respect the reference's time by keeping the call to about 15 minutes. Come prepared with your questions and focus on getting the most valuable information in this limited time.

Choose the right references

Depending on the role you're hiring for, you might want to speak with the candidate's former managers, peers, or subordinates. Each can provide unique insights:

- Managers can speak to the candidate's performance and how to manage them effectively.
- Peers can provide insights into teamwork and cultural fit.
- Subordinates can offer perspective on the candidate's leadership style.

The human touch

Remember, reference checks are conversations, not interrogations. Start with some small talk to build rapport. This can help the reference feel more comfortable sharing honest insights about the candidate.

Wrapping up

While reference checks are typically positive (after all, candidates choose their own references), they can still provide valuable information. Listen for specific examples and stories that validate the candidate's claims and align with your company's needs and values.

By following these guidelines, you can conduct reference checks that go beyond mere formality and genuinely contribute to making informed hiring decisions.