Insights from Backdoor References: A Hiring Manager’s Perspective

Compared to references from former spouses, references from former employers often carry as much weight. As a seasoned hiring manager, I can attest to the complex dynamics involved. However, these references—though valuable—are not always the most revealing or predictive.

The Complexity of Backdoor References

Backdoor references, or references provided without prior knowledge from current employers, can offer unique insights that front references might not. Filled with unfiltered opinions, these references can paint a more candid picture of a candidate's capabilities and character.

The Dispute of References

References are typically seen as one of the weakest predictors of success in the hiring process. While they serve to confirm an individual's employment history, they often fall short in terms of providing consistent and accurate assessments of job performance. The infamous "divorce scenario" applies here, where narratives are shaped to be as pleasant as possible. Most interviewees avoid overly negative portrayals, and former employers are generally not inclined to provide overly harsh opinions.

The Undercurrents of Positive and Negative References

Despite the common trope, very few references are truly negative. They are more often reserved for drastic situations, such as when a candidate has made a grievous mistake (for instance, providing a negative reference about themselves). However, when references are less than stellar, they can reveal invaluable information. For example, a reference that states, "He's great unless he has to handle cash," provides a crucial caveat that can significantly impact the hiring decision. These nuanced insights are critical in making well-rounded hiring decisions.

The One-Time Exception

Occasionally, references have provided meaningful feedback. There was one instance where the candidate was highly praised for their work ethics and solid performance, but still deemed not fully ready for the scope of the role. This situation required additional training and onboarding, but it was a valid concern that could not be ignored. Despite initial reservations, the candidate was hired, and the reference's caution proved prescient.

Legal Considerations and Confidentiality

References can also pose legal risks. Rarely do interviewees willingly provide references who might say something damaging. This scenario highlights the need for hiring managers to carefully consider their references, not just for their accuracy but also for potential confidentiality and legal issues. Additionally, references who are uncomfortable sharing information might be withholding valuable insights, making it crucial to approach these situations with caution and transparency.

Conclusion: References, while not the be-all and end-all of the hiring process, can provide unique and valuable insights when used correctly. As a hiring manager, it's essential to seek out backdoor references and approach them with an unbiased mindset to capture the true essence of an individual's capabilities and character.