Reference Checks: Getting Real Insights

The Reference Check Problem

Most reference checks are perfunctory. Hiring managers call references, ask generic questions, and get generic answers. References rarely say anything negative, and the process doesn't provide real insights into candidate performance.

Why Reference Checks Fail

References are pre-selected: Candidates choose people who will say positive things
Legal concerns: References avoid saying anything negative
Generic questions: "Would you hire them again?" doesn't provide insights
No structure: Unstructured conversations miss important information

What Actually Works

1. Ask Specific, Behavioral Questions

Instead of generic questions, ask about specific situations:

Example: "Tell me about a time when [candidate] had to work under pressure. How did they handle it?"
Example: "Can you describe a challenging technical problem [candidate] solved? What was their approach?"
Example: "How does [candidate] handle feedback? Can you give me an example?"

2. Ask About Weaknesses

Everyone has weaknesses. Ask about them:

Example: "What areas did [candidate] need to improve? How did they work on them?"
Example: "What would you say is [candidate]'s biggest development area?"

3. Verify Technical Skills

Ask about actual technical capability:

Example: "How would you rate [candidate]'s coding ability on a scale of 1-10? Why?"
Example: "What technologies did [candidate] actually use in their role?"
Example: "Can you describe the quality of [candidate]'s code?"

4. Ask About Collaboration

Technical skills matter, but so does collaboration:

Example: "How does [candidate] work with other engineers?"
Example: "Can you describe [candidate]'s communication style?"
Example: "How does [candidate] handle disagreements?"

Structured Reference Check Process

Step 1: Prepare Questions

List specific questions based on role requirements
Focus on behavioral examples
Include questions about weaknesses

Step 2: Contact References

Reach out via email first
Schedule 15-20 minute call
Explain the purpose

Step 3: Conduct Interview

Start with rapport building
Ask specific, behavioral questions
Listen for red flags
Take detailed notes

Step 4: Analyze Results

Look for patterns across references
Identify consistent strengths and weaknesses
Compare to assessment results

Red Flags to Watch For

Vague answers: References who can't give specific examples
Reluctance: References who seem hesitant
Inconsistencies: Information that doesn't match resume
No weaknesses: Everyone has areas to improve

Best Practices

Ask for multiple references: Get different perspectives
Ask for specific people: Request direct managers, not just colleagues
Ask behavioral questions: Get specific examples
Listen carefully: Pay attention to what's not said
Verify information: Cross-check with other sources

Conclusion

Effective reference checks provide real insights into candidate performance. For UAE tech companies, structured reference checks with specific, behavioral questions reveal information that assessments and interviews miss. Invest time in reference checks, and you'll make better hiring decisions.

Reference Checks: Getting Real Insights (Not Just Confirmation)