Recruiting
Reference Checks
Reference checks are conversations with prior managers, peers, and direct reports of a job applicant. They help you assess how the applicant performed in prior jobs, what environments they are most successful in, and help detect any red flags that do not come out of applicant interviews.
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Some Thoughts On Checking ReferencesFred believes that reference checks are important when hiring people. He prefers speaking to references directly rather than emailing them as people are more likely to share negative details honestly over the phone. He finds it useful to speak to people who know the candidate well but are not directly involved in their work to get an unbiased perspective. Fred also thinks it is important to uncover both strengths and weaknesses of candidates to ensure they are a good fit for the role. He advocates a conversational approach to reference checks rather than a checklist of questions.
Executive Hires: The Case for Extreme ReferencingJosh recommends extreme referencing for evaluating executive candidates, as traditional reference checks are often insufficient. This involves spending 10-15 hours speaking to references to get an unbiased view of the candidate. The goal is to find people who can provide both positive and negative feedback by asking tough questions. References should include direct supervisors, peers, and reports from throughout the candidate's career. Questions should probe weaknesses, mistakes, how the candidate handles setbacks, and whether the reference would hire them again without hesitation. It's important to evaluate not just what is said but also what is not. Founders should be prepared to eliminate 50% of candidates based on references and consult experienced advisers when assessing the information.
