When initiating a hiring process, transparency between hiring managers and candidates is crucial, especially during reference checks. Traditional reference checks may prompt skepticism from hiring managers, questioning if the references will only provide positive feedback, leaving out potential areas for improvement. Furthermore, these checks might not reveal much about the referees themselves, such as their biases, perspectives, or performance level. Seeking transparency and reliability, hiring managers may turn to back-channel references, a practice fraught with issues.
Back-channel references are informal and unsanctioned checks conducted through the hiring manager’s personal network, without the candidate’s knowledge. This practice should be avoided for several reasons:
- Lack of Transparency: It sets a precedent of distrust in the hiring process. Ironically, while seeking candid insights, the hiring managers aren’t candid with the candidates, potentially damaging trust in both the manager and the organization.
- Compromised Confidentiality: It risks the candidate’s current employment by inadvertently disclosing their job search, which could lead to the loss of their current job or their withdrawal from the hiring process.
- Unreliable Feedback: The feedback obtained from back-channel references is often biased and not directly relevant to the candidate’s abilities, as these referees are usually chosen based on their proximity to the hiring manager rather than their professional relationship with the candidate.
- Inequitable Practices: It introduces unfair advantages based on the accessibility of networks, which may not be equitable among all candidates, potentially reinforcing homogeneity and undermining diversity efforts.
- Instead of back-channel references, we advocate for early, directed references:
- Early, Directed References: Conduct reference checks earlier in the hiring process with specific individuals who have worked closely with the candidate, ensuring candidates are aware of these checks. This maintains transparency and equitability.
- Avoid Current Employers: Refrain from contacting a candidate’s current employer unless they have openly disclosed their job search to avoid potential conflicts.
- Uniform Reference Requests: Request the same type of reference from all candidates to ensure fairness.
- Collaborative Approach: Work with candidates who may have difficulty providing certain types of references due to past negative experiences, and be flexible in finding alternatives.
- Face-to-Face Interactions: Where possible, have in-person or video conversations with referees to better gauge their sincerity and responses.
The core principle is to maintain an open and transparent process with candidates, as this is reciprocal. Valuing honest feedback means also being prepared to provide it. This approach not only fosters trust but also supports a fair and equitable hiring process.
