Reference Check - How To

The goal of a reference check is to avoid unpleasant surprises in a candidate's career history, surprises that might come back to haunt both the search consultant and his client. It's like administering a truth serum, one that can cut through the polish of a CV, rehearsed executive demeanor, and lay bare the core values, strengths and weaknesses of a candidate.

It is one thing to have someone interviewed by different parties; another when talking about the person to people who actually had a professional relationship with the individual for a considerable time.

Because of the discreet and confidential nature of the search work, a formal reference check is only carried out when a client has indicated a strong preference for a candidate, and he is willing to extend an offer. An offer will be conditional upon the results of a reference check.

A significant part of the search work always involves indirect reference taking. During interviews, candidate interviews, client meetings and even networking activities I always float names in order to see how people react; on the other hand, when professionals are referred to us by reputable industry insiders, it is a sign someone has a high standing. A senior executive will not refer someone incompetent, as he will not risk a negative (though I am not surprised anymore). The more a name is referred too, the more it is a sign someone is regarded as qualified amongst industry peers. Indirect checks are a part of everyday search work, to identify and learn movers and shakers.

The reference check must have a 360 degree coverage, and include direct reports, former managers, peers, customers and vendor. These can be solicited directly from a candidate, but must be supplemented with additional independently sourced references from people who have worked with, and know the candidate. The reason is obvious: a candidate can always "coach" referees, or present referees s/he is certain will provide a positive feedback.

Some example questions:

• When did X work for your company?
• Why did X leave the company?
• What was X starting and ending salary (when talking to an HR office or hiring manager) ?
• What was her/his position and responsabilities ?
• Were there any issues you are aware of that impacted her/his job performance?
• Did X get along well with management and co-workers?
• Was X promoted while with your company?
• Did X supervise other employees? How effectively? If I spoke to those employees, how do you think they would describe X management style?
• How did X handle conflict? How about pressure? Stress?
• Did you evalute X performance? What would you recognize as area's of improvement ?
• What was X biggest accomplishment while working for your company?
• Would you work again with X if the opportunity arose?
• If I describe the position we are hiring for to you, could you describe how good a fit you think X would be for the position?
• Is there anything I haven't asked that you would like to share with me?

I know of a recruiter in London who presented a candidate in Russia to his multinational client, a US technology firm opening an office in Moscow. This recruiter never met the candidate face-to-face, relied on the CV (with fudged dates) and proceeded after 2 telephone interviews to present him. The candidate in question was hired by the multinational, and fired 5 months later: apparently Googling (in Russian) the name of the candidate was sufficient to disclose he was jailed for assault and extortion 15 years previously.

This would never have happened if background and reference checks were conducted by people familiar with the country and market. A good reference check will catch white interview lies with a high probability, but will also shine a light on what makes a great candidate a great professional. It is an indispensible tool in our business, equally for anyone who recruits or employs.