Strategic Verification of References

The Common Mistake: Superficial Verification

The reference checking process is an incredibly valuable tool in recruiting, but all too often it is performed superficially or, worse, omitted altogether.

Typically, hiring teams, having already made an internal decision to hire someone, use this call only to confirm basic data such as dates of employment and general job responsibilities.

This practice is a waste of a golden opportunity, as a well-executed reference check can reveal much more valuable and in-depth information about the candidate.

The Preparation: Respect and Context

The first step to a strategic check is to remember that the person giving the reference is doing a favor.

Therefore, the process must be concise and easy for them. To accomplish this, preparation is key.

Prior to the call, the job ad for which the candidate is applying should be emailed.

This gives the referrer a clear context of what is being evaluated.

The call should begin by thanking them for their time, confirming that they have reviewed the job description and, only then, verifying basic information (dates, roles).

The Technique: The Mini-Behavioral Interview

This is where verification becomes strategic. Instead of asking generic questions, the interviewer should briefly explain the STAR interview methodology that was used with the candidate.

The key competencies that were assessed and the situations the candidate described should be summarized.

An "abbreviated interview" is then conducted with the reference, asking them questions about their recollection of the candidate's Tasks (T), Actions (A) and Results (R) in relation to those same competencies or situations.

The reference's answers should ideally be recorded on a copy of the same interview guide and scorecard that was used with the candidate.

Analyzing the Results (With Caution)

The goal of this "mini-interview" is not to find an exact word-for-word match.

The goal is to look for overall consistency and a "basic fit" between the candidate's story and the reference recall.

It is crucial to take these results "with a grain of salt."

The reference's recall may be different, or they may simply not remember the event at the same level of detail, or even at all.

Also, if a candidate is looking for a new job because they felt their efforts were not valued or were "overlooked," it is very likely that their former boss (the reference) really wasn't aware of their specific contributions.

The Key Onboarding Question

Finally, regardless of the consistency of the stories, there is one crucial question that must be asked of the reference to facilitate the candidate's onboarding