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In Part One of this series, I outlined the homework I do with regard to references before placing the formal reference checking call as it relates to the candidate. Today, that homework process continues to unfold with a focus on the references.

Preparing the Reference

Before engaging in the actual reference check discussion, I contact the proposed references by email to introduce myself. As well, I attach the candidate’s current resume and the position description to the message.  I summarize the key challenges associated with the role at hand, and I outline the organization’s goals as well as the role the candidate will be expected to play in meeting those goals.

Sometimes, references read through everything I provide.  More often than not, though, they focus on one or two items.  In any event, the email generally prepares them to speak to the candidate’s ability to lead the organization in a specific direction which makes for a more interesting conversation.  It probably goes without saying that a well-prepared reference is far more likely to deliver useful analysis/commentary.

The Reference Call

Prior to making a reference call, I do the following:

(1)   Check in with the Search Committee to determine the most pressing concerns;

(2)   Study the position description again, and revisit the organization’s website and 1099 forms for context;

(3)   Review any strategic plans or other key mission documents;

(4)   If the candidate is replacing another leader, review that outgoing leader’s resume to identify common areas of interest and/or differences so I can test them during the reference conversation, and

(5)   Typically, I “Google” the reference to get a more detailed picture of that person’s career history and interest.  (This gives me ideas about how to frame questions, and it tells me which questions that person is most likely to answer in detail.)

At the macro-level, I draw a map of what each reference is likely to contribute to the 360-degree profile.  I identify gaps and make a mental note to ask each reference whom they would recommend to speak to the “gap” issues.  Going off-list can be tricky. However, if you get consent from the candidate to follow up (or if the candidate has already executed a comprehensive consent/waiver form), you can proceed with confidence.

With all sides of the equation prepared (the candidate, the reference and the reference checker), the next step is to formally proceed. Part Three of this series provides sample questions as well as outlines how to prepare and deliver the results of the reference interview.

Karen Alphonse and ExecSearches provides various recruitment and executive search services for nonprofits.

ExecSearches.com is a job board for nonprofit job seekers interested in fundraising, management and executive nonprofit jobs.

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Last updated on September 19th, 2012 at 10:58 am

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