Our Firm

REFERENCE CHECKING

Overview

Formal reference checks are usually undertaken at the conclusion of client/candidate interviews and prior to the preparation of an offer of employment.  Often, there are two or more candidates who seem equally suited to the position.  In this case, the consultant and client will delay final ranking until reference checks are completed.

Goals

The broad goals of referencing are intended to uncover relevant candidate strengths or weaknesses that may not have been sufficiently emphasized or appreciated during our interviews.  They also confirm that the knowledge of candidates accumulated through sourcing and interviewing is accurate, and they serve to gain informed third party impressions of each candidate’s suitability to this particular position.

If conducted properly, reference checks reduce the possibility of recruiting errors, and they provide valuable insights into how candidates may perform in the position, and they help to decide the ranking of the candidates.

Referees

Contacts who have had a direct association with the candidates are the most valuable referees.  We seek out referees who know the candidate in career circumstances, and a mix of superiors, subordinates, and peers provide a balanced view of the candidate’s strengths, weaknesses and potential.  Suppliers and other service organizations, external to past employers are also valuable reference contacts.

We have found that the number of referees required varies.  We look for a consistent response pattern from referees, and this may develop in five or six interviews, or it may take twice that number.

Referencing Techniques

With respect to our particular referencing technique, our reference interviews are carefully focused and repetitive. We decide, in advance, and in conjunction with our client, the areas of information to be confirmed, expanded upon or challenged. Suitable questions are then designed and, in all interviews, they are repeated. General comments tend to add colour or depth to our perception of a candidate but confirmation of specific talents, experience and potential of candidates is the primary purpose of referencing.

Several general rules guide the conduct of our reference interviews:

  • we seek facts related to claimed achievements, and although we expect that there will be some reasonable differences and emphasis, the candidate’s claims should be supported by the referees;
  • we investigate any significant omission in the candidate’s curriculum vitae. The difference between normal selectivity and failure to disclose is usually easily determined;
  • academic and related achievements are verified. These are matters of record and cannot be distorted;
  • the whole career is validated, not just the present and immediate past. The record of progress and performance in different environments and relationship with peers, superiors and subordinates at different career stages help to form an accurate third party composite of the candidate; and
  • we listen for, and investigate contradictions in the referees’ statements. Inconsistencies in fact or impression must be resolved in the interest of both candidate and the potential employer.

Reference Reports

By way of summary, we believe that reference checks are a legitimate, investigative precursor to hiring decisions, and they are also a source of opinion on the suitability of candidates for the job to be filled. Reference reports are not only decision-making tools, but they are management tools as well. Given the importance and breadth of reference interviews, we frequently meet with referees face-to-face rather than through telephone interviews.

From these reference checks, we are able to build a candidate profile which either supports or challenges the conclusions reached during our collective interview process. Full candidate information is normally complete at this point, and usually assists us in determining the final order of candidate preference.