--- title: The problem with reference checks description: The problem with reference checks --- [![RT-Logo-400x282-1](https://blog.recruitingtoolbox.com/hubfs/RT-Logo-400x282-1.png)](https://recruitingtoolbox.com/) - [Training](https://recruitingtoolbox.com/training/) - CUSTOM-BUILT TRAINING FOR RECRUITERS & RECRUITING MANAGERS - [Overview](https://recruitingtoolbox.com/training/) - [Talent Advisor Training POPULAR](https://recruitingtoolbox.com/training/talent-advisor-training/) - [Recruiting Leadership Training](https://recruitingtoolbox.com/training/recruiting-leadership-training/) - [Diversity Recruiting Training](https://recruitingtoolbox.com/training/diversity-recruiting-training/) - [Selling and Closing Training](https://recruitingtoolbox.com/training/selling-closing-training/) - [Online Recruiter Academy](https://recruitingtoolbox.com/training/online-recruiter-training/) - [Recruiting Leadership Labs (Managers Only)](https://labs.recruitingtoolbox.com/) - [Recruiting Leadership Lab 50 (Sr Director/VPs Only)](https://labs.recruitingtoolbox.com/rll50/) - 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CLIENTS - [Who hires us?](https://recruitingtoolbox.com/clients/) - TESTIMONIALS - [Client Testimonials](https://recruitingtoolbox.com/clients/testimonials/) - [ARE YOU A SOLO RECRUITER, AGENCY, OR PART OF A SMALL TEAM?](https://staging.recruitingtoolbox.com/clients/solo-recruiters-agencies-small-teams/) - [How We Support Small Recruiting Teams](https://recruitingtoolbox.com/clients/solo-recruiters-agencies-small-teams/) - [About Us](https://recruitingtoolbox.com/about-us/) - WHAT WE DO - [How We Help Companies Recruit Better](https://recruitingtoolbox.com/about-us/) - WHY CHOOSE US - [Why Companies Hire Us](https://recruitingtoolbox.com/about-us/why/) - OUR TEAM - [Meet Our Team](https://recruitingtoolbox.com/about-us/team/) - [Connect With Us](https://recruitingtoolbox.com/about-us/connect-with-us/) - [Ask Us to Speak at Your Event](https://recruitingtoolbox.com/speaking-engagements/) - [Contact](https://recruitingtoolbox.com/contact/) # Recruiting Toolbox Blog # The problem with reference checks [John Vlastelica](https://blog.recruitingtoolbox.com/blog/author/john-vlastelica) November 19, 2007 1 minute read Professional reference check processes are - generally - flawed. Why? First, we let candidates control who we talk to...and it's rare for a candidate to volunteer someone who's not going to rave about them. Second - and related to the first reason - is that references rarely change the outcome of our hiring decisions. When I've informally checked with my peers and colleagues at other companies, and asked, "How often, out of 100 candidates, does a reference change your decision from a Yes/Hire to a No/No-Hire?". Generally, the response was 2-5 times out of 100! Very few people I asked could think of more than 1 real example from the past year. In other words - references almost never change the outcome. Third, almost every company in the US has a no reference policy which prohibits their employees from serving as references for past employees. (This, however, has never stopped a good recruiter from getting a reference when one is needed. Very few companies are aware of their employee's activities, and don't have a way to enforce this policy.) So, what's my philosophy on references? 1\) References should never take you from a No-hire to a Hire. If you have major concerns, why even go to references? ("You know, I have some major concerns about Jeff after our interview. Why don't we go to references, and see what his best friends say about him. If they say good things, I'll ignore my evidence and hire him anyway." Hopefully, no one's going to say or do something like that.) 2\) References should be solicited by the recruiter or interviewers, and tailored to the concern areas identified in the interview process. When I teach Hiring Managers how to interview, I often remind them to ask about the peers and people that the candidate worked with when they're asking their "Tell me about a time when..." questions. Then, if it sounds like Jeff worked really closely with a Project Manager named Julie, ask Jeff if he'd be ok if we called Julie for a reference. 3\) References may help the Hiring Manager more effectively manage the new hire, so it may make sense for - ready for this! - the Hiring Manager to personally check references. I always did this myself as a Hiring Manager, as I wanted to talk mano-a-mano with someone who has managed the person I'm hiring. How do you use references? Are they tailored to the interview concerns, or are they general? Have you let background checks replace them? Do your Hiring Managers check their own? ## You might also be interested in... #### [The Virtual Interviewing Age: Why Great Interviewing Skills are More Essential Than Ever](https://blog.recruitingtoolbox.com/blog/the-virtual-interviewing-age) #### [Video Interviews: The Next Generation of Bias?](https://blog.recruitingtoolbox.com/blog/video-interviews-bias/) #### [Is It Time We Required a License to Hire?](https://blog.recruitingtoolbox.com/blog/license-to-hire) ## About Recruiting Toolbox Recruiting Toolbox, Inc. is a specialized management consulting and training firm that helps [companies](https://recruitingtoolbox.com/clients/) recruit better, from startups to world-class brands. Our [consultants](https://recruitingtoolbox.com/about-us/team/) – all former corporate talent leaders – partner with you – heads of recruitment and HR – to improve speed, hire quality, candidate experience, and diversity hiring ROI. 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