How to Get the Most Out of Your Reference Checks

Reference checks are often one of the final points in the recruiting and interview process to ensure that a potential candidate will be a good fit for the role. As such, it’s important to plan and conduct these checks intentionally to ensure you gather a complete understanding of their work history and how it relates to the position you are looking to fill.  

Getting the most out of well-executed reference checks in the tech industry is crucial for making informed hiring decisions. By ensuring a good fit, both for the company and the employee, you can also improve retention rates, as employee turnover can be costly and time-consuming for a business. This is especially important in the tech industry, a sector with one of the highest turnover rates at 13.2% according to LinkedIn. 

Below, we’ve outlined some considerations to help you get the most out of a reference check for a potential tech candidate.

What to Do When Checking References

Plan Ahead

Establish a clear process for checking references before you even start interviewing candidates. Determine who will be responsible for reaching out to references, what questions will be asked, and how the information will be documented. 

Once your plan is in place, begin by soliciting feedback from all the people in your organization who interviewed the candidate. Ask them about their concerns, what they would like to follow up on, and what they wish they knew more about. This will help to form the basis for your questions and to close any gaps in the candidate’s profile. 

Request Relevant References

Let candidates know you will be speaking with references and ask them to provide references who have direct knowledge of their work in the industry. These references could be supervisors, colleagues, or even clients they worked closely with on technical projects. You should also ask them to let you know if any references listed should not be contacted for confidentiality purposes.  

Further, it can be helpful to request references from different stages of the candidate’s career, as this will give you a comprehensive view of their growth and performance over time.

Prepare Specific Questions

Prepare your questions ahead of time so you know how much time you need and so that you don’t miss any important points. Avoid asking yes or no questions, as these will not provide much insight into the candidate’s abilities or work style. Craft open-ended questions that allow the reference to provide detailed and specific information about the candidate that speaks specifically to the candidate’s role and responsibilities within the tech industry. For example: 

• How did the candidate contribute to technical projects or problem-solving efforts? 
• Can you provide examples of the candidate’s coding, problem-solving, or troubleshooting skills? 
• How did the candidate handle tight deadlines or challenging technical issues? 
• How well did the candidate collaborate with cross-functional teams or clients? Can you provide any examples? 

Verify Technical Competence

In the tech industry, technical skills are crucial. Ask references to assess the candidate’s proficiency in relevant programming languages, tools, frameworks, and technologies. You can also inquire about their ability to learn new technologies quickly, as this is an extremely desirable characteristic.  

External observers can provide a valuable outside perspective of the candidate’s strengths and limitations in the workplace, and can provide context to technical skills listed on a resume.

Behavioral Insights

In addition to technical skills, reference checks are a good opportunity to assess the candidate’s soft skills, such as communication, teamwork, time management, and adaptability. Ask references for examples of how the candidate has demonstrated these skills in a tech environment, and look for patterns and consistency in the feedback you receive from multiple references. Find out how the candidate handled difficult situations, technical setbacks, or conflicts within the team. Understanding their problem-solving and conflict-resolution skills can provide valuable insights into how they will contribute to their new team.

Cultural Fit

Cultural fit is important for team cohesion and long-term success, as well as to know if the candidate will be happy in their new position. Inquire about how well the candidate integrated into the team’s culture and whether they contributed positively to the work environment.  

Take into consideration the fact that the previous company they worked for may have had a different culture, so try not to compare the two against one another, but rather focus on the impact made by the candidate and use it to decipher how they may adapt to a new culture. 

Best Practices

Be sure to let the reference know why you are calling, what company you work for, and describe the position that the candidate is applying for at the beginning of the call. Phrase questions in a positive way, looking for more factual evidence of what makes them a good candidate for the role rather than skepticism of their abilities. This can provide you with open and honest feedback on how the reference believes the candidate will fit in with the company or how they will adjust to the specific position.  

Put the reference at ease by assuring them your conversation will remain confidential and will not be revealed to the former employee. This will help you obtain the best factual and honest feedback possible. When listening to the reference’s responses, keep the discussion grounded in the facts rather than focusing on opinions. 

BCTG Can Help

Remember that reference checks are an important part of the hiring process, providing valuable insights into a candidate’s technical competence, work ethic, and interpersonal skills. Document feedback and use the information you gather to make an informed hiring decision that aligns with your team’s needs and goals. Well-executed reference checks can be truly beneficial to ensure you hire the right candidate for your tech role, and improve your retention rates. 

For help with your tech staffing and recruiting needs, contact BCTG. 

Contributions from Julia Hoffman