Reframe the reference check!

Are reference checks dead?

We say, “No way!”

But, they are overdue for a revamp.

Let’s look at them differently. 

First: Reframe

When you can talk to a manager of someone you’re considering, it’s a gift. 

Stop treating them as a “gotcha” exercise, or a chance to poke holes in the candidate’s story. We’re all about verifying, but that’s not where the gold is.

Instead, think of the conversation with a previous manager as a gift! You can learn why your almost-hire has thrived in previous work cultures, on specific projects, and within different reporting relationships. You can try to recreate what has worked for them in the past as much as you can in their new role. The result is they’ll be happier and get engaged faster.

Second: Stori-fy It

We’re always searching for stories that give insight into culture and performance … especially during reference checks. But don’t just verify dates. And, don’t just ask for three strengths/weaknesses, er, opportunities.

Instead, get the context. Learn about specific situations where your candidates was challenged and succeeded.

In fact, we frame one of our reference questions this way:

“We want this to be a great work experience for them, where they can do their best work. What advice would you give me as their new manager so they will thrive?”

Almost every time I’ve asked, the reference-giver stops, thinks, and gives good insight we can use to design a better work experience for our new hire.

Third: Celebrate It

Most reference reports we’ve written — and reread — are actually celebrations of the candidate’s body of work. We hear stories from different companies and managers, across different cultures. 

But, I kept all those details locked in a piece of paper, meant only for the hiring manager, recruiter, and hiring committee.                                                               

All that positivity, wasted.

After an insightful reference, ask if you can share the highlights with your new hire. We’re all looking for new ways to hire the best talent, engage them, and retain them. Build trust by celebrating their success, and not just when it happens at your workplace (although, you’ll do it then too, right?). 

So what do you think? Is checking references still relevant? What questions do you like to ask, when you can ask them? And, would you share them with your hire?

Check out another idea for making reference checks more candidate-friendly.