Are references really relevant to today’s workplace?
They are so Y2K, right?!
Wrong.
In fact, checking references has become a focus in today’s workplace. Per LinkedIn, “references reinforce the information on (the candidate’s) resume while giving potential employers a 360-degree view of what (the candidate) can bring to the table.”
In an unsettled job market, making and keeping the right hires is vital to a successful team. Asking the right questions for references is an important part of that process.
This is the easy part!
By this point, you should have already:
The information you need and the questions you ask are likely already in the list above.
Your job listing is where questions are to uncover talent.
Are you a person who… has high energy and feels their best when productively crossing things off your to-do list, etc? Use those questions to get behavior clues from references.
Does this candidate…have high energy and need to feel productive and accomplish something positive daily? Do you have an example you can share?
What about areas that you still have questions on? Maybe you loved this person’s drive and work ethic but are concerned about soft relationships and their intensity.
You might ask if clients tend to bond with them or remain friendly acquaintances. Can they share a few clients with whom they have a close relationship? As always, look for specific examples.
Smart people choose references who love them and will give a glowing review, so some detective work is needed.
Ask your candidate for professional references and information about when they worked with this person. If their references are over five years old, ask for some that are a bit more current. And if the candidate declines, ask why.
A bad employer is no reason to discount a candidate, but transparency is important in any new hire. They should be open and honest about issues with a previous employer.
If the reference says they are amazing but can’t give any specifics, they might not have a close, current relationship, so listen for specifics.
One manager described a former employee who used them as a reference for 15 years. They had no current, specific information and could only talk in general about someone they had known years ago.
If you ask if this person is driven to be their best and the reference says, “They used to be” or “I’m not sure,” that likely means this reference doesn’t know them now and is not a great judge of their current work.
It doesn’t hurt to do your own detective work as well.
Ask your current staff if anyone has worked with this person or knows someone who has in the past. What was their overall impression? Would they be excited to work with this person again, and do they think this person would fit with the company and team culture?
Look them up on LinkedIn and socials. Do you have any business contacts who have worked with this person and can provide insight?
Using references to get a full picture of your potential new hire can help to confirm (or deny) skills, talents, and culture fit that may not be completely clear during job interviews. Completing this step can help you find your next superstar and avoid a costly mistake.
*Editor's Note: This blog has been updated since its original post date.