As an Executive Search Firm based in Austin, Texas, I am often asked for references on an executive candidate that clients have a great deal of interest in and may offer the position to.
As I have mentioned before, I learn a great deal from my clients. Vickey Thayer Kleinsmith, the former VP of Human Resources for Lozier Corporation in Omaha, gave me this superb reference idea and I continue to use it today in my search practice.
I ask the candidate for three references: from a boss, peer and subordinate from their past five years of performance. The reason I ask for this is to secure information about how a candidate performed for their boss; how a candidate performed as a collaborative team player with peers; and last, how a candidate led their team.
This “trinity” approach to reference checking will allow an opportunity to look at a 360 degree view of candidate past performance. This composite look gives the client a better understanding of whether the candidate is a perfect fit for their unique culture and assess performance.
If the candidate is the right fit, you have just “cracked the code” and the candidate will be offered the position.
