Checking references

Reference checks provide an additional, objective data point in the hiring process. They help validate a candidate’s claims and uncover insights about their past performance. However, to get meaningful information, reference checks must be done correctly—focusing on facts, not opinions.

Why Reference Checks Matter

Even high-level executives can misrepresent their experience or omit critical details. Proper reference checks help you:

• Validate Information: Confirm the accuracy of the candidate's claims about their job history, responsibilities, and achievements.  

• Uncover Potential Issues: Identify red flags or areas requiring further investigation.

Common Mistakes in Reference Checks

Reference checks often fail because of poorly chosen questions or lack of preparation. In the video below, observe an ineffective reference check and consider how it could be improved.  

What to Avoid in Reference Checks 

- Opinion-Based Questions: Avoid asking about strengths, weaknesses, or leadership style. These are subjective and often irrelevant to your company’s needs.  

- Asking Personal or Prohibited Questions: Avoid inquiries about age, race, religion, marital status, or other protected characteristics, as these can lead to legal issues.

- Numeric Ratings: While useful as conversation starters, ratings like "on a scale of 1–10" shouldn’t heavily influence your decision.  

- Failing to Prepare: Approaching reference checks without proper preparation can result in missed opportunities to gather valuable information. 

The Right Way to Conduct Reference Checks

A good reference check is structured, concise, and targeted. Watch the next video to see an example of a well-conducted reference check call.  

What Questions Make Sense During a Reference Check?

Best Practices for Reference Checks

1. Plan Your Questions in Advance
   Tailor your questions to focus on the candidate's role-specific duties, results, and behaviours. Avoid asking for opinions unless they pertain to specific, observable facts.
   
   
2. Validate Key Information
   Questions should verify:
   - The candidate’s job title and responsibilities.
   - Their ability to meet objectives and deliver results. 
   - Reasons for leaving previous roles.
   
   
3. Ask Fact-Based Questions
   Examples include:
   - What were the candidate’s main responsibilities?
   - How did they contribute to achieving team or company goals?
   - Would you hire them again for a similar role?
   
   
4. Be Mindful of Time
   Reference calls should take 10–20 minutes. Two or three references are usually sufficient for final candidates. Ensure the CEO or other senior decision-makers handle reference checks for high-level hires.
   
   
5. Avoid Sensitive Missteps
   Always secure the candidate's permission before contacting their references. This respects their privacy and ensures compliance with legal requirements.

Reference Checks with Wisnio 

Conducting effective reference checks can be challenging, but Wisnio simplifies the process with tools designed to make this step more insightful and efficient:  

- Centralised Candidate Profiles: Store reference check notes directly within the candidate’s profile, keeping all relevant information in one place for easy review and comparison.  

- Prepare with WisGPT: Leverage AI-powered assistance to analyse potential risks based on the candidate’s assessment profile. WisGPT also helps prepare tailored, candidate-specific reference check questions to address these areas comprehensively.

Streamline your reference checking process and make more informed hiring decisions with Wisnio.  Sign-up today, no credit card required!

Self-check quiz

Take the brief quiz below to reinforce your learning and assess your understanding of the material:

Self-check quiz

Does calling the references suggested by your candidate typically add little value?

1. Yes, it’s true. Reference checks hold no real value.
2. No, reference checks do have value.

With reference checks completed, it’s time to consolidate all your findings and make a data-driven hiring decision. In the next section, we’ll explore how to analyse your data and choose the right candidate confidently.