Reference checking is often seen as a low-value activity, when it should be viewed as a significant opportunity to mine conversations for hidden talent.

1. References that Reap Rewards

2. References that Reap Rewards
By Jenifer Lambert, CPC
Busy recruiters have one common wish: more hours in the day. Their to-do lists are
long and growing: schedule interviews, debrief hiring managers, check references,
prepare offers and, of course, recruit more candidates. Since each of these tasks are
important and urgent, what’s an overloaded recruiter to do? The answer: get more
mileage out of every activity by accomplishing multiple purposes with each task.
Reference checks The easiest way to do this is to turn references into a recruiting and referral goldmine.
should be viewed
as a significant Reference checking is often seen as a time-consuming, low-value activity, when
opportunity to mine it should be viewed as a significant opportunity to mine conversations for hidden talent.
conversations for
hidden talent. As you prepare for your next reference check call, the following steps will add
significant value to the process.
1. Gather as you go
Start by reviewing the candidate’s resume. For each employer listed, ask the
candidate the following:
A. Who did you report to? Get the name and title.
B. Who, besides your boss, was instrumental in your development?
Again, get names and titles.
C. What teams did you work on? Who did you interact with frequently?
For example: A Java Developer you’re interviewing has probably worked with
Project Managers, System Architects, QA Specialists, UI Designers, and even
more developers just like her. Gather names and titles as you go.
The key is to make this conversation relaxed and natural. Don’t ask for contact
information as you’re gathering names, since this will often cause the candidate
to become guarded.
Side-benefit: In addition to the obvious recruiting benefits of gathering these
names, collecting this information during the interview can be very helpful when it
comes time to check references. If the reference list the candidate provides doesn’t
include some of the key names you gathered during the interview, address this:
“ You mentioned that you reported to Michael Smith when you were at
ABC Company but I don’t see his name on your reference list. Why is that?”
Also be concerned about any candidate who is hesitant to answer your questions
directly or is evasive. Good candidates know they will get good references and
are happy to provide the names of people who can attest to their good work.
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3. 2. Connect the dots
By the end of your interview, you will have compiled a nice list of potential recruiting
targets. If you have an immediate opening for a Project Manager and your candidate
has told you that she worked closely with Project Managers in her last three jobs,
connect her past coworkers to the present opportunity by saying something like:
Using a referral
with the name of a “ You said you worked closely with several Project Managers in your last couple of
respected co-worker jobs. Which of those would you want to work with again? We are currently hiring
will help to warm up Project Managers and I’d love to reach out to anyone you respect enough to refer.”
a call considerably.
Get the contact information for anyone she recommends and ask if you can use her
name when you contact the person. Using a referral with the name of a respected
coworker will help to warm up a call considerably.
3. Look for additional opportunities during the call
Remember your goal of getting more out of every reference check and having
a plan before you make contact. In addition to getting reference information on
your candidate, look for additional opportunities to get referrals while on the call:
A. Recruit the manager. Even if the manager isn’t open to making a change at the
time of your call, take the opportunity to capture his contact information for the
future. Find ways to connect with him and keep him aware of future opportunities.
Many managers
B. Who else? At the end of the reference call, ask the manager who else has
have had to lay off
good people in the worked closely with your candidate who could comment on her performance.
past several years. This serves two purposes — you can gain additional insight into your candidate
Ask who they hated and you have another potential recruiting opportunity if you choose to make
to see go. contact with this “backdoor reference.”
C. Get referrals for your other open positions. Keep all of your open searches in
mind when making contact with a past manager. If you’re looking for a Business
Analyst, ask him about the best Business Analyst he’s ever worked with.
D. Leverage layoff remorse. Most managers have had to lay off good people in the
past several years. If the candidate whose reference you’re checking was let go
as part of a layoff, find out from the manager what other good employees he
hated to see go.
So the next time you’re faced with an impossibly long list of things to do, don’t think
either/or. Think how you can turn routine activities like reference checking into
recruiting gold.
Jenifer Lambert is a VP with Terra Staffing Group, a Pinnacle Society
recognized Executive Recruiter, and President of Elevate Performance
Systems, LLC, a consulting and training firm that helps third-party
recruiters grow their business. www.ElevatePerformanceSystems.com
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