Educational Directions places a high value on reference checking. Ensuring that we, and the search committees we support, receive meaningful information is paramount in selecting the right candidate for a position. Initially, we ask all candidates to submit five references, and if a candidate advances to the finalist stage, we request additional names. Our consultants have methods for learning about a candidate and provide search committee members with questions and techniques to use when interviewing references. In addition to the interviews and reference checks, many search committees ask candidates to complete assessments that evaluate emotional intelligence, decision-making, and other characteristics expected in successful leaders.
Reference Checking for Validity
Regardless of the position being filled, getting a clear picture of a candidate’s past impact, successes, and areas for growth can be challenging.
Here are three common challenges in reference checking:
- Candidates select references they know will be positive and supportive. Candidates are encouraged to identify people who are supervisors, direct reports, and those who have current, relevant information about their performance.
- Some organizations only disclose job titles and dates of service. This can limit the depth of insight that references can provide.
- Some references may fear legal repercussions if they share negative feedback. Legal concerns can discourage references from being candid.
One way to address these challenges is to ask references for the names of others who may be able to provide additional insights into the candidate. This can help uncover more honest perspectives, particularly if the primary reference is overly positive or cautious.
How to Navigate These Obstacles
A potential employer or consultant can ask the candidate to name one or two individuals with whom they’ve had a conflict. The employer should then inquire about how the conflict was resolved and whether they may contact those individuals.
If the candidate is willing to let someone involved in a past conflict serve as a reference, the consultant or employer can cross-reference the story and assess the candidate’s ability to be transparent.
Nobel Prize recipient Daniel Kahneman recommends asking whether the candidate is in the top 25%, top 10%, or top 1% of employees the reference has known. Kahneman found that references are less likely to exaggerate these rankings. (Note: Some references may try to avoid answering this question.)
If someone provides a wholly positive reference, ask them about a time when the candidate resolved a conflict with another person. Dig into the details of the story and then return to the candidate to get their side of the situation. Additionally, asking the reference what growth opportunities come to mind when thinking of the candidate can reveal meaningful details about the person and their performance.
Keeping the Reference Check Legal
Consultants and HR leaders can provide guidance on how to ask questions that avoid legal and prejudicial pitfalls. In general, if the interviewer focuses on specifics about the position the candidate has held and the position for which they are applying, that is both safe and wise. Any questions about a person’s personal life, spiritual beliefs, or other topics often covered in nondiscriminatory policies should be avoided.
What to Ask
Firms like Educational Directions assist search committees in developing questions. While our consultants may provide examples used by other search committees, it is important that a search committee asks questions that will provide valuable insights into how the candidate will fit into the culture and position at their school.
We encourage search committees to ask candidates and references about case studies or scenarios to understand how a candidate might respond in certain situations. Case studies or scenarios based on actual events that have occurred at the school allow the interviewer to compare the candidate’s or reference’s response with past successes or failures.
What to Do with Non-Disclosure Agreements (NDAs)
Occasionally, a candidate and the board members of a school or organization may resolve an employment conflict with an NDA. This can be a concern for future employers who want to understand all sides of the issues that led to the candidate leaving a previous position. In this scenario, candidates are encouraged to be transparent about this as soon as possible with the search consultant(s).
Candidates who are job hunting should be aware of the potential complications NDAs can create during their search. If an NDA is the best way to resolve an issue, the candidate needs to ensure that they have trustworthy, informed individuals who can provide references without breaching the agreement.
While NDAs must be respected, having well-regarded community members who are not bound by the agreement available to serve as references can help provide future employers with the information they need and instill confidence in advancing the candidate to the next stage of the hiring process.
In Conclusion
The reference check process is one of the most vital yet challenging steps in hiring. By overcoming obstacles such as biased references, organizational restrictions, and legal concerns, employers can make well-informed decisions. Asking for detailed, transparent feedback — including from less obvious sources like peers or those with whom the candidate has had conflicts — can provide critical insights that go beyond the resume.
Employers who approach reference checks strategically — valuing both positive and growth-edge insights — are more likely to identify candidates who align with the job’s demands and the school’s culture. Similarly, candidates should be proactive in managing their references and transparent about any challenges they’ve faced in the workplace, helping future employers make informed decisions.
By focusing on authenticity, transparency, and strategic questioning, reference checks can become a powerful tool in hiring the right candidate for the job.
