How To Do Reference Checking The Right Way (The EXTREME Way)

TL;DR

Extreme reference checking is crucial for effective hiring.

Transcript

all right so today we're going to talk about how to do reference checking the right way so more specifically this is known as extreme reference checking and this came from a venture capitalist named david scock that is s-k-o-k i really recommend reading his blog he's got a lot of cool things that he talks about and this one stuck with me throughout... Read More

Key Insights

• Extreme reference checking, advocated by venture capitalist David Skok, is essential for hiring the right candidates by thoroughly vetting their past performance and cultural fit.
• Interviews alone are insufficient; candidates should be tested with assignments to evaluate their skills and communication abilities beyond the interview process.
• Reference checks should include conversations with six individuals: two peers, two subordinates, and two managers to gain a comprehensive view of the candidate.
• A lack of enthusiasm from references can indicate a candidate's inability to select strong references or their lack of impact in previous roles.
• Customized questions should be used in reference checks to delve deeper into any red flags or standout qualities identified during interviews.
• The person conducting reference checks should ideally be from the talent or recruiting team to ensure an unbiased evaluation focused on long-term cultural fit.
• Hiring managers may rush decisions due to immediate needs, but extreme reference checking encourages a long-term perspective in building a strong team.
• Extreme reference checking is just one component of the hiring process, emphasizing the need for a holistic approach to recruitment.

Questions & Answers

Q: What is extreme reference checking?

Extreme reference checking is a thorough vetting process advocated by David Skok, involving conversations with six different individuals who have worked with the candidate. This method aims to uncover a candidate's strengths, weaknesses, and cultural fit, ensuring a more informed hiring decision.

Q: Why are interviews alone not sufficient for hiring?

Interviews alone are insufficient because they may not accurately reflect a candidate's ability to perform in real-world scenarios. Some individuals excel in interviews but struggle with actual job tasks, while others may not interview well but perform excellently in their roles. Testing and reference checks provide a more complete picture.

Q: Who should conduct the reference checks, and why?

Reference checks should be conducted by someone from the talent or recruiting team rather than the hiring manager. This ensures an unbiased evaluation focused on cultural fit and long-term team building, as hiring managers may be tempted to rush decisions due to immediate staffing needs.

Q: What should you look for during reference checks?

During reference checks, look for enthusiasm from the references, consistency in feedback, and any red flags or standout qualities noted during interviews. It's crucial to assess how well the candidate fits the company culture and their potential impact on the team.

Q: How many references should be contacted, and from which professional relationships?

Six references should be contacted, comprising two peers, two subordinates, and two managers. This diverse range of perspectives helps create a comprehensive view of the candidate's abilities, work ethic, and interpersonal skills.

Q: What is the role of customized questions in reference checks?

Customized questions in reference checks help delve deeper into any concerns or standout attributes identified during interviews. They allow the evaluator to explore specific aspects of the candidate's behavior, such as handling conflicts or contributing to team success, providing a clearer picture of their suitability.

Q: Why is cultural fit important in the hiring process?

Cultural fit is crucial because it affects a candidate's ability to work harmoniously within the team and align with the company's values. A good cultural fit leads to higher job satisfaction, better performance, and lower turnover, ultimately contributing to a more cohesive and productive work environment.

Q: How does extreme reference checking contribute to long-term team building?

Extreme reference checking contributes to long-term team building by ensuring that candidates are thoroughly evaluated for both skills and cultural fit. This method encourages thoughtful hiring decisions that prioritize the team's long-term success over immediate staffing needs, leading to a stronger, more effective workforce.

Summary & Key Takeaways

• Extreme reference checking, popularized by David Skok, is a method to ensure thorough evaluation of candidates by involving references from various professional relationships. It emphasizes the importance of cultural fit and long-term team building over immediate hiring needs.

• The process involves testing candidates beyond interviews, using assignments to assess their practical skills and communication. Reference checks should include peers, subordinates, and managers, providing a comprehensive understanding of the candidate’s abilities and workplace behavior.

• Conducting reference checks should be the responsibility of the recruiting team to avoid bias from hiring managers. This method encourages thoughtful consideration of candidates' past performance and potential red flags, contributing to better hiring decisions.