Reference Checking

Reference checking is the final phase of interviewing before an offer. You should expect that any references provided will be positive although useful information can be gleaned. Particularly with a direct reports previous managers, you can focus on “What will help them succeed in this role?”. Reference Check opener email for a template for opening conversations with a reference check.

When conducting a reference check, you are often trying to get a feel for what the person is like to work with in a way that would not emerge during the usual interview process. Jason Fried supplied a useful list of questions to pick from¹:

• What’s something that would surprise us about them?
• Specifically, any areas where you were surprised they weren’t as good as you expected with A, B, or C? Or much better than expected with D, E, and F?
• What’s the difference between how they interview and how they deliver on the job?
• Is there a difference between how a boss, a peer, or a direct report would describe them? If so, what’s the difference?
• If you were at another company, would you absolutely hire this person again for a similar role?
• Who do they naturally gravitate to inside an organization? Or naturally avoid?
• What are they better at than they think, and, on the flip side, worse at than they think?
• What sort of things do they do that often go unnoticed or are under-appreciated?
• What don’t they get enough credit for?
• Can you tell me about the kind of people they’ve hired?
• Do they leave disagreements on good terms?
• Are they more curious or critical about what they don’t understand?
• What’s the one thing nearly everyone would say about them?
• What kind of company feels like a natural fit? And which kind would be a challenge?
• Can you describe a time when they changed their mind? From what to what, and what caused the change?
• What’s the best thing about working with them? And the hardest?
• If you could change something about them, what would it be?
• Are they better working with what they have, or working with what they want?
• When have you seen them get in over their head? And how did that turn out?
• Have you seen them get better at something? Worse?
• Do they make other people better? How?
• Are they better at taking credit or giving credit?
• Are they more likely to adjust to something, or try to adjust the thing?
• Primary blindspot? And bright spot?
• As well as you know this person, what do you think their secret career ambition is?
• If they hadn’t been at your company, how would your company have been different?
• Can you remember a time you wished you had their advice on a decision, but you didn’t?
• Have they ever changed your mind?
• What’s the easiest thing for them to communicate? And the hardest?
• How have they changed during the time you knew them?
• Do you still keep in touch even though you don’t work together anymore?
• What do they need to be successful?
• Why do you think we’d be a better company with them on board?
• Who else should I talk to that would have something to say about them?

1. Fried, J. Questions I ask when checking references When hiring for key positions, speaking with references is important. For us, it’s typically the last step in the hiring process. A phase for the final-finalists. Anyone who makes it to the final stage of the hiring process has already. Twitter (2024).