Holly Rose Faith | Executive Reference Checklist | Summary and Q&A

TL;DR

Reference checking is a crucial aspect of the hiring process that provides valuable insights into an executive candidate's abilities, but it requires thorough preparation and effective questioning.

Key Insights

• 📶 Reference checking is essential for gaining valuable insights into an executive candidate's abilities, strengths, weaknesses, and fit with the company culture.
• 🤩 Thorough planning, including identifying key factors for success and tailoring questions, is crucial for effective reference checking.
• 🤗 Open-ended questions and requesting specific examples help gather meaningful information during reference calls.
• 🥳 References should come from individuals who worked at different levels, including those below, alongside, and above the candidate, as well as external parties.
• 🎁 Reluctant references can present challenges, but respectful communication and seeking alternate references can be helpful.
• 🫵 References provide a holistic view of a candidate and should be balanced with other data points to make informed hiring decisions.
• ❓ Understanding a candidate's character, personality, and how they interact with others is crucial in executive hiring.

Transcript

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Questions & Answers

Q: How should founders and hiring managers approach reference checking?

Founders and hiring managers should communicate with the executive candidate about the importance of references and the need to understand individuals who worked with, for, and reported to them. They should plan questions based on each reference's relationship with the candidate and their specific expertise.

Q: What types of questions should be asked during reference checking?

Open-ended questions that focus on behavioral competencies, technical skills, personal characteristics, leadership abilities, and areas of improvement are crucial. Asking for specific examples to support positive or negative comments is also important to gather concrete information.

Q: How can a hiring manager handle reluctant references?

If a reference is reluctant to provide information, the hiring manager can ask if they can provide data as an individual rather than a representative of their company. If resistance persists, it may be necessary to end the conversation. In cases of vagueness or unresponsiveness, the manager can ask why the reference is hesitant and inquire if they can recommend other individuals to contact.

Q: Can a reference make or break a candidate?

References can significantly impact a candidate's chances based on the information they provide. The referencing process aims to gather multiple data points to form a holistic view of the candidate. If negative feedback or culture concerns outweigh strengths and positive attributes, it can break a candidate.

Summary

In this episode of the Gray Matter podcast, Heather Mack interviews Holly Rose Faith, who specializes in executive recruiting at Greylock. They discuss the importance of reference checking in the hiring process and provide insights on how to conduct effective reference checks. Holly Rose emphasizes the need for founders and hiring managers to approach reference checking with a systematic and thorough approach, including planning in advance, tailoring questions to each reference, and asking for specific examples. She also highlights the significance of identifying strengths and areas of improvement, as well as assessing cultural fit and self-awareness. Reference checking can make or break a candidate, but it should be done in conjunction with other data points to ensure a well-informed hiring decision.

Questions & Answers

Q: Where does reference checking fall on the list of difficulty in the hiring process?

Reference checks are not inherently difficult, but they require time and effort to extract valuable insights on the executive. References allow hiring managers to understand the executive from the perspective of those who have worked directly with them. However, references can fall flat if founders and hiring managers don't invest enough time in conducting them correctly, such as not asking the right questions or delving deep enough into the answers.

Q: How should founders and hiring managers approach reference checking?

When reaching the reference stage, founders or hiring managers should be transparent with the executive candidate and express their desire to understand the individuals who have worked with them, both as subordinates and superiors. It's important to plan in advance, identify key factors for success in the role, and tailor questions accordingly for each reference. If the provided references are all at the same level, it's advisable to request references from different levels and be specific about the type of references needed. Mutual connections or overlaps should be addressed openly, with the executive's consent, to avoid surprises.

Q: Where do references typically come from?

References come directly from the executive. The founder, CEO, or hiring manager should ask the executive for the specific types of references they would like. Depending on the role, references may include former colleagues and managers from both the same and different organizations. Creative approaches can be taken, such as requesting references from former customers for sales leaders or from third-party organizations that the executive frequently interacts with.

Q: What is the recommended approach to conducting reference calls?

Before making reference calls, it's best to plan in advance and create a document that identifies key factors for success in the role. Carefully plan the areas to be covered in each reference call and tailor the questions based on the reference's relationship to the executive. During the call, ask for a set amount of time (e.g., 30 minutes) and explain the purpose of the reference check. Introduce yourself, provide context on the company and role, and allow the reference to ask follow-up questions. Confirm the working relationship and ask for permission to take notes. Always ask for examples to support the reference's comments and focus on the most important areas, such as behavioral competencies, technical skills, personal characteristics, leadership ability, strengths, and areas of improvement.

Q: What types of questions should be asked during reference checks?

Open-ended questions are key to eliciting valuable information from references. Rather than leading the reference or asking yes-or-no questions, focus on asking questions that allow the reference to provide descriptive answers. For example, instead of asking, "Was this person a good manager?" ask, "How would you describe their management style?" It's important to be specific and ask for examples that support the reference's comments, both positive and negative. Questions can cover areas such as management abilities, interpersonal skills, strengths, areas of improvement, and closing questions such as whether the reference would hire or work with the executive again.

Q: How should character and personality be assessed during reference checks?

Understanding an executive's character and personality is crucial since we spend a significant amount of time working with them. Questions that can be asked include asking for three words to describe the executive, qualifiers that come to mind regarding their value to the company, perceptions of the executive from colleagues at different levels, and what energizes or frustrates the candidate. These questions help assess cultural fit, leadership abilities, and potential blockers to success.

Q: Can a reference make or break a candidate?

A thorough reference process can provide valuable insights about a candidate, including areas of concern or developmental areas. If the data around areas of improvement outweighs the candidate's strengths, it can break the candidate. Additionally, negative references can raise flags in terms of cultural fit, lack of self-awareness, or potential leadership challenges. However, it's important to consider multiple data points and conduct a holistic assessment to make an informed hiring decision. One negative reference shouldn't automatically disqualify a candidate, but should prompt further investigation and conversations with other references.

Takeaways

Conducting thorough reference checks is an essential part of the hiring process. It requires careful planning, tailoring questions to each reference, and asking for specific examples. The purpose of reference checks is to gain insights into an executive's strengths, areas of improvement, character, and personality. While a reference can make or break a candidate, it should be considered alongside other data points to ensure a well-rounded assessment. Understanding an executive from various perspectives helps make informed hiring decisions and assess cultural fit. Always strive to find information that supports both strengths and areas of improvement to make a well-informed decision.

Summary & Key Takeaways

• Reference checking is time-consuming but essential for gaining insights on the executive's abilities and identifying any unknown areas or concerns.

• Founders and hiring managers should approach reference checking as a 360-degree review, being upfront with the candidate about the importance of references.

• Planning is key for effective reference checking, with a document outlining key factors for success and tailored questions for each reference.

• References can come from various sources, including individuals who worked below, alongside, or above the candidate, as well as external parties that have interacted with them.