Thread by @amandanat

Most people think reference checks are useless.

Because they're doing it wrong.

7 questions to ask a reference — and become a better manager:

"Where do you see this person in 3 years?"

Most people say 5 years. But that's too long. 3 years gets the reference thinking about ideal shorter-term outcomes for the candidate.

Focus on getting intel that will help you be an impactful manager.

"When was the last time you didn't see eye-to-eye?"

It's a softer way to ask how the candidate deals with conflict.

And you'll get a specific example, which will be more helpful than a broad, non-specific description of their conflict resolution skills.

"What are some ways you've seen them be helpful to others?"

It's a nice way to get tactical examples of how they build relationships.

"Tell me about a time you coached them on something."

The reference person will relive a memory. You'll get their honest reaction. You may learn how the candidate responds to feedback.

This prompt is also framed more collaboratively than: "Where do they need improvement?"

“How would you rate the candidate on a scale of 1-10? You can’t say 7!”

This pushes them to answer with 6 (just above average) or 8 (very good). It reveals more than you’d think.

And if they say 9, they might clue you in on a skill that you can coach your candidate on.

"What's a skill you've seen them grow?"

You'll get a sense of how the candidate learns and how self-directed they are.

"What advice do you have for me as a manager to help them be successful in this role?"

It’s an opportunity for free people management advice. Take it.

Plus, it’s a constructive yet subtle way to learn about potential weaknesses.

When I've been someone's reference, I was asked:

• Why did you hire them?
• What was it like to work with them?

These are not bad questions. They're just bland and can be easily answered with a vague: "They're great!"

The problem with typical feedback-seeking questions like:

• Where do they need improvement?
• What are their strengths & weaknesses?
• What challenges did you have managing them?

Most likely, they'll be reluctant to sound negative. You may get a non-answer.

The goal of a reference check is to get genuinely helpful insights.

Not to simply validate your instincts about the candidate. And certainly not to trash talk.

Keep these questions in your back pocket for the next time you hire. You'll get an enlightening 20-30 minute conversation.

And you'll set yourself up to be a great manager to that person.