Reference Checks
A few words and comments on reference checks from both sides.
Providing References
If you are a candidate for a position, there are a few important things you should do. First, tell your references that you have submitted their name. There have been several times when I have been contacted without any warning for a reference. If you give me a heads up, and what the hiring manager is looking for, I’ll ensure my answers highlight the aspects of your work relating to the position you are apply for. When providing references, it is good to provide your direct manager. Major bonus points can be scored if your references are within the organization or hiring manager’s network.
Hiring Manager’s Reference Selection
Being a hiring manager, checking the provided references of a candidate is a complete waste of time. Yes, I want to call someone who you just coached (see previous section) on what to say. If I want to hear how great you are, I’ll just talk to you.
There is value to seeing which references they have provided. I like to see a direct supervisors as well as a peers at work. If they have not provided their direct supervisor, I begin to wonder if they were difficult to work with or the circumstances surrounding their departure.
The reference checks that I will do is one which you have no control over. If the candidate came in through a reference, I will have an in-depth discussion with them. I will also check my network to try to find a trusted source in your network who I can get the `real information` from. Occasionally I’m lucky and the provided reference is in my network.
Performing Reference Checks
Some organizations I have worked for require a reference check for all hires, no matter how silly it is to talk to the biased references which were provided by the candidate. It is best to create a reference check list that you can fill out when you are on the phone. Keep it quick, odds are the person on the other end of the phone is just as busy as you.
Ask softball questions about the candidate.
- What was the persons best qualities?
- What technologies did this person excel with?
- Is this person an incrementalist or completionist?
- What were the memorable contributions of the candidate?
- What type of job do you think is best for the candidate?
- Would you choose to work with this person again?
When the answers are trite and along the lines of, “I confirm that this person has worked here”, big warning sign. If the person gushes about the person, doesn’t stop talking about them, and tells you that they will hire them again, then you got a keeper.
Hello World
Welcome to Bugz. This blog focus of this blog is shipping software. This is a discussion of what it takes to get the software from an idea to the customers hands.
