Hiring: Reference Checks
At Flipside, reference checks aren't just a checkbox.
At Flipside, reference checks aren't just a checkbox. Yes, they are a critical part of evaluating talent -- but also are a critical tool in enabling managers to understand how to inspire, motivate and grow their team mates. Timing: reference checking should happen before an offer if possible. What you ask in a reference check is likely to get back to the candidate, so use that wisely - it helps them know the areas you are interested in! References: Best case is to obtain 3 references: a manager, a direct report, and a peer (or another manager or direct report). In cases where someone hasn't managed yet, multiple managers are always recommended. Reference Contacting: Reference checks should be done via phone vs. email or other format. They should take 15 minutes. What You Want to Know:
Is this person a MUST hire. Start off the bat with that - would you hire this person immediately again. You should be able to tell immediately if someone is amazing. If it's not obvious ("I would work with them again in a heartbeat"; "yes hire right away, do it now, do not wait") then you have digging to do.
Where does the candidate potentially have areas to work on. You are working to ask questions that uncover this more than anything. A great closing question, "Let's say I told you they are hired. That they are working for me and now it's my opportunity to help them grow in their career. What is the one gift I could give them to help them take their skills to the next level - what would you recommend I do to help them grow?" The answer here will tell you exactly where they have areas for growth. Listen closely, dig for this if you need to.
You ready? Make those reference checks shine, people; you'll thank yourself by working with the best of the best.
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