Did you make the NBA Finals?

Even if you’re not an NBA fan, it’s time to give props to Boston, Indiana, Dallas, and Minnesota for clinching this season’s final four spots.

Shortly, we’ll name the champs. 

Which is far better than leading a team of chumps.

Yet surprisingly, far too many business leaders skip the all-important Reference Check when it’s time to consider adding a player to their roster.

I get it. Reference Checks are (1) no fun and (2) time-consuming.

But here’s the thing. While a basketball coach can rely heavily on clear, quantitative performance stats to evaluate players, you must navigate a more complex terrain when assessing potential hires.

Here, the power of comprehensive reference checks—especially backdoor references—becomes as critical as a well-executed play in a championship game.

It’s helped me dodge the bullet of a mis-hire on countless occasions. 

Let’s break it down:

The Set-Up: understanding the importance of reference checks

In business, unlike basketball, there's no scoreboard to show you past performance at a glance. A resume might list achievements & skills, but it's like a highlight reel that omits losses, fouls, and turnovers. This is where reference checks come into play, serving as a crucial strategy to verify your candidate’s qualifications & fit within your team's culture.

The Society for Human Resource Management found that 53% of all job applications contain inaccurate information. And 70% of candidates admitted they would lie on a resume to get a job they want. Scary.

Here’s the Playbook: leveraging front-door & back-door references

Front-Door References: The Lay-Up

These are the references provided by candidates themselves. While important, they often resemble a planned play; the candidate knows what’s coming and sets up the best possible scenario. It’s akin to a basketball player executing a practiced lay-up shot during practice—useful, but not fully indicative of in-game performance.

Back-Door References: The Slam Dunk

Backdoor references are akin to scouting an opponent unexpectedly. These come from contacts not listed by the candidate, offering unbiased insights. For a business leader, it’s like watching game tapes of how a player performs under real pressure, not just during staged plays.

Imagine discovering a candidate who seems perfect: great resume, excellent interview performance, and solid front-door references. However, a casual LinkedIn search reveals mutual connections who reveal that the candidate recently left their last position under dubious circumstances—a fact omitted during the interview process. 

This kind of insight is invaluable and can save you from costly hiring mistakes.

The Defense: strategic questions & what to look for

Executing effective reference checks is like playing good defense in basketball—you need to be thorough & anticipate moves. Here are some of the things I look for:

Historical Performance Validation: Like checking a player’s past game stats, confirm the dates of employment, job title, and role responsibilities.

Competency Assessment: Ask about specific skills and competencies, akin to assessing a basketball player’s ability in defense, shooting, or passing.

Team Dynamics: Understand how the candidate interacts with peers and superiors, similar to evaluating a player’s ability to work within a team setup.

Pressure Response: Just as a coach observes how a player handles the last-minute pressure, inquire how the candidate deals with deadlines and stress.

Cultural Fit: Like a player who must gel with the team’s culture, determine if the candidate's values align with your company’s ethos.

The National Association of Professional Background Screeners found that 86% of companies say that screening helped them expose a candidate who lied on their resume.

The Offense: building a winning team

Once you've played strong defense with your reference checks, it's time to go on the offense & make the hire. Just as a basketball coach selects players not only for their individual talent but for their ability to enhance team performance, you should use the insights from reference checks to determine how a candidate will contribute to the organization's goals.

Insights from references can guide how to best manage & motivate your new hire, much like understanding a player’s strengths and weaknesses can help in crafting winning game strategies. There’s nothing like getting coaching tips from the candidate’s previous managers - on how to get the best out of them.

The Three-Pointer: beyond the basics

Reference checks should go beyond verifying facts—they should also explore the candidate's potential for future growth & their ability to be a playmaker in your organization. This foresight can be the 3-pointer that seals the victory in your team-building efforts.

Ok, here’s the game-winning shot…

Effective reference checking is like a well-rounded basketball strategy—it involves offense, defense, and strategic plays that together lead to making informed, successful hiring decisions. 

Reference checks, much like scouting in basketball, are about more than just verifying abilities—they're about foreseeing how a player will perform in real game situations. By incorporating rigorous, insightful reference checking into your hiring practices, you ensure that your team only drafts players who can truly score in the high-pressure game you’re playing.

Swish!

Jeff

p.s. Questions on reference checking or hiring or finding candidate or career paths or job searching? I’m hosting a free, live, No-BS Office Hours Tomorrow May 30. It's one hour & we’ll cover as many questions as you can toss to me. Here’s the free signup link