Xander A @blindfeedback

@LNallalingham It's so critical to put in the extra work and do backchannel references, both to confirm work history but also get the truth about the candidate quality

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Xander A @blindfeedback

3 years ago

@IChimunhu @HumanCapitalHub Ignore the provided ones and focus on backchannel. It is absolutely ethical. You owe it to your business to put in the extra work.

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Xander A @blindfeedback

3 years ago

@enduring_planet And also take the time to do backchannel references, since most of the time, the provided ones are coached to say certain things

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@jasonlk I've found reference checks to be too superficial, because most just want to help their friend. Backchannels and guaranteeing anonymity to the reference take some extra time, but are absolutely worth it.

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Xander A @blindfeedback

3 years ago

@Vires_Num3ris @Levijameshere I've found if you can provide some level of guarantee of anonymity to the reference provider, they'll be more open and honest

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Xander A @blindfeedback

3 years ago

@LNallalingham I've found you can increase the rate of honesty if you can provide anonymity to the references

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Xander A @blindfeedback

3 years ago

@help_wise and make sure to do backchannel references! not just the ones that the candidate provided

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Xander A @blindfeedback

3 years ago

@eriktorenberg I've hired so many people over my career, and have found references to be too superficial. No funding needed but I built blindfeedback.com to help scale references, and get the truth through anonymity

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Xander A @blindfeedback

3 years ago

@businessbarista And if you can find a way to give the references confidence that their feedback is anonymized, you're more likely to get the real truth.

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Xander A @blindfeedback

3 years ago

@girdley In reference calls, I've found that asking how this person compared with other people that reference has worked with, is difficult to bullshit. Then, only hire the top decile.

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Xander A @blindfeedback

3 years ago

@CatenonGlobal Great list of tips! I suggest also trying to give the reference some confidence that their feedback won't be shared with the candidate, otherwise, it's hard to get the truth

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Xander A @blindfeedback

3 years ago

@greythr2 I've found the best question in a reference call is "On a scale of 1-10, how did this person compare with all of the others you have worked with in the same role?" Only hire 10s.

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Xander A @blindfeedback

3 years ago

@KaleHouser And give the reference checks confidence that their feedback won't get back to the candidate!

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Xander A @blindfeedback

3 years ago

@360tsolutions Also, take the time to do backchannel references! Look for people that the candidate worked with in past roles and send them a message on LinkedIn, or find their email. Give them confidence that their feedback won't get back to the candidate for better quality feedback

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Xander A @blindfeedback

3 years ago

@BrianStroh_ @loganallec Also, backchannels references! and try to give the reference sources some confidence that the feedback won't be shared with the candidate

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Xander A @blindfeedback

3 years ago

@RomanEcom Make sure to do backchannel references! And if you can provide some level of confidence that the feedback won't get shared with the candidate, you're more likely to get the truth

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Xander A @blindfeedback

3 years ago

@HumanCapitalHub Great list of suggested questions, but I've found the most effective one to be "On a scale of 1-10, how does this person compare with all others you have worked with in the role?" Then only hire 10s.