Checking References
Before presenting any of our final candidates to the client, however, we perform one of our key tasks-a 58 point Reference Audit involving a 360-degree reference check process with two superiors, two subordinates and two peers of our choosing. Most reference checks are worthless, or nearly so in our opinion, because they are done in advance of an offer to a candidate that the client has already met with; and they are done at a point in the process where everyone involved, including key figures at the client company and the search consultant-perhaps a dozen people, in some cases-are already emotionally committed to the candidate. At that point any reference check that takes place is merely an afterthought/formality; a "dot the "I" or cross the "T" type of exercise that does not really have any discovery value. In the worst case scenario, the person who is conducting the reference check is essentially leading the witness.
We approach reference checking from a different angle. We typically start the search process by telling the candidate, in effect, "We understand you are interested in this position, and we are happy and excited to be working with you; but we will only allow you to go through this process if it looks like it is going to be a good deal for you, as well as for our client. Therefore, it is important that you be honest, candid and forthright with us through the entire process." We always tell the candidate upfront that towards the end of the process we will verify whatever they tell us with respect to such typical references as dates of employment; compensation; and whether or not they are eligible for rehire. It is certainly possible to check references on people who are actively employed; you have to be discreet, but in most cases it is very doable.
When interviewing references we emphasize that it is very important that we have 25 - 30 minutes of quality time to discuss the candidate and his or her propensities, attributes and proclivities. We want to make sure that whatever a candidate brings to the table is very closely aligned with our client's expectations, values and mission; the way they do business; the way they allocate resources; and the way they manage and lead. We will ask the reference to rate the candidate objectively with respect to 58 key attributes that we have identified, along with our client, as being necessary for the candidate's success in that particular position. Essentially, we ask each reference to do much the same thing that we do whenever we start a search; and that is to not even think about the particular position we are discussing, but to simply talk to us openly about the candidate-what types of environments they would flourish in, as well as what types of environments they would feel constrained or held back.
During this process we feel that it is essential to talk to a representative sample of the candidates' peers-people they have worked across the table with; subordinates-people who have worked for them and know what their hot buttons are; and their superiors-the people who have assigned them tasks. In doing so we strive to obtain a very clear, 360- degree picture of the way this candidate operates, because candidates are just like client-companies-in many cases, they do not understand themselves nearly as well as the people who have observed them at work.
We are always careful to tell everyone involved in the reference checking process that we are not trying to summarily dismiss people; we are simply trying to uncover all of the variables that could conceivably cause a search or a placement to go awry. It is a very detailed process; and it takes a lot of listening and insight to really understand the results. In some instances, references have told us that they did not think a candidate or their family would be happy living in the area where the client company is located; and that is just one of many amazingly revealing insights we gain by spending four to six hours doing these kinds of reference checks on each candidate.
We will then do a full write-up on all of these reference checks; we will identify who we have talked to, but we do not specifically identify who said what (the reference)-and we make that clear to the references we interview so they can be comfortable in talking with us. In many cases we will meet with the client to discuss any potential concerns that have come to light during the process. We believe that if there are potential issues-i.e., the candidate's family is reluctant to move; or the candidate has previously been unhappy with the autocratic management style of a particular board or CEO-then the client needs to know about those things sooner rather than later.
Obtaining this kind of candid feedback from references when you are the direct employer will be very challenging.
Reference checking text book perfection in my view is the scenario in which:
- You, the hiring manager (usually a board member or CEO) are highly skilled at interviewing and active listening; and have the time to personally check references of all of your impact players
- The reference with whom you are speaking feels very comfortable giving you honest, open and candid feedback on all matters involving your potential candidate's fit quotient.
The challenge here is that this scenario almost never exists. Rarely will a C-level executive or board member take the time or have the inclination to personally check references. Additionally, the instances in which references are going to be willing to be totally honest with you or any of your staff, as a direct employer are extremely rare.
Second best to text book perfection and the best possible realistic solution is to insist that a Partner level search consultant conduct these very thorough and comprehensive reference audits. Never rely on the judgment of a junior level consultant, researcher or administrator. There is far too much at stake here.
Extremely talented human resource professionals are certainly capable of checking references in the manner I've recommended. The reference's willingness to be forthright and transparent will still almost always be an issue.
In the vast majority of cases, I recommend you outsource the reference checking to a professional you trust. Don't skimp here. It's just too important.
EXAMPLE
