Master the Art of Reference Checks with These 6 Game-Changing Tips

Making the right hire is crucial. Even with a robust interview process, it’s essential to utilize references. Regardless of urgency or gut feelings, consider these impactful tips for doing reference checks to ensure you secure the best candidate.

1. The Hiring Manager / Founder should conduct the reference calls themselves. Refrain from delegating this to someone on your team. I know you’re busy and trust your team, but there is much to learn from these references and a lot of power in you doing them yourself. The benefits outweigh all the short-term costs of your time. In addition, doing them yourself immediately signals to the candidate that this is a high-priority role and they are worthy of the time you are allocating. Delegating this sends a very different signal.
2. Don’t overestimate the chances of basing a hiring decision on how well a candidate interviews. How well someone interviews does not equate to how well they perform, execute or work with others.
3. Do not use references as a formality at the end of the process. Once the candidate is 75% through the process, ask for references. Use references to learn more about the candidate while still forming your opinion.
4. Surprise! There’s a hidden agenda in a reference check. Use this call to pitch the reference on your opportunity and why you think the candidate may be a great fit. After all, the candidate’s references are people they trust. That’s why they are a reference in the first place! If you pitch your company and opportunity well, the reference will call the candidate and say, “Wow, that sounds like an amazing opportunity for you!” This generates more excitement knowing their network thinks this is an excellent fit for them.
5. Use the information you learn in a reference call to dive deeper with the candidate. Post reference, get curious with your candidate about the things you learned. Give them a chance to explain specific contexts further. Have them tell you what they learned from certain situations. Pay attention to how they respond to your inquiries; there may be more to learn here.
6. Use the reference to help you be the best manager for this hire. For example, what mode of communication worked well for feedback loops, how to keep them motivated, or what their blind spots were? Dig in with former supervisors and ask how they suggest you manage them to get the best performance out of your potential hire.

How else do you approach reference checks? Please add to this list!