In the rush to fill a critical role, one crucial step is often skipped or left to the very end: reference checks. As a recruiter, I can’t stress enough how much time and heartache could be avoided if hiring managers made this a priority early in the process.

Why ask about references so early?

While it might feel premature, I always ask candidates up front who their references would be if we move to the final stages. Specifically, I’m interested in references from their last three to four employers – ideally, direct line managers.

Here’s why: If a candidate can’t provide credible references for most of their recent roles, it raises a yellow flag. Not necessarily a dealbreaker, but certainly something to explore.

Don’t get stuck with regret at the finish line

Hiring managers invest hours in screening, interviewing, and decision-making – only to discover at the final stage that the candidate’s reference list is weak or inconsistent. At that point, many find it difficult to walk away from someone they’ve mentally already hired.

On the flip side, A-players can almost always get every former manager on the phone. And what you’ll hear is some version of:
“If you don’t hire this person, you’re a bozo. Best employee I ever had.”

Just this one step, done early, can significantly de-risk your hiring process.

Why so many skip it

Too often, reference checking is treated like a tedious afterthought:

• Time-consuming
• Hard to schedule
• Awkward
• Conflicts with the pride some people have in their own instincts

But the reality is, reference checks are only useful if done before the decision is made. If you’re just ticking a box after you’ve mentally committed, you’re wasting your time.

Do it right, and do it early

When done properly, reference checks are incredibly revealing. As a recruiter, I’ve seen how frustrating it is to go all the way through a process with a “perfect” candidate, only to discover the truth too late.

You don’t need to panic over a one off-note reference. But if you start seeing a pattern of a candidate not offering up multiple previous managers then that’s a sign to pause.

What about the “company policy” excuse?

Some companies do have a strict no-reference policy for legal reasons. But in my experience, great managers in senior roles often make the time to speak anyway – especially when they genuinely endorse the person there is little risk for them. If someone was truly outstanding, you’ll usually be able to get a reference from someone who worked closely with them.

Final thought: you’re not just hiring, you’re de-risking

Yes, it can be painful to lose a promising candidate over a lack of solid references. But it’s even worse to bring someone on board who isn’t who they seemed to be. References help protect your time, your team, and your hiring credibility.

Get in touch if you’d like to know the perfect questions to ask when referencing.