Hands up, how many of you have had a brilliant salesperson fly through an interview process and impress the pants off you, only to massively disappoint when they start?

For those of you with your hands still raised, how many of you conducting a thorough reference check before you offered them the job?

Surprisingly it's the one bit of the recruitment process that often gets neglected. Possibly because most companies aren't 100% sure how to conduct an effective reference check.

A reference (when done properly) will give you far more insight into the real person that's had a full-on charm offensive employed when being interview by you.

And they will help you weed out any Pinocchio's before you waste any money on them.

So, to your rescue comes this blog! In it, we'll explore the significance of reference checks, effective techniques to conduct them, and how to integrate them into your overall hiring process. Let's dive in!

Understanding the Role of Reference Checks in the Hiring Process

Reference checks play a vital role in the sales recruitment process.

They go beyond a candidate's resume and interviews, providing you with objective feedback and validation.

By conducting reference checks, you can:

1. Validate the candidate's claims and qualifications:

References help confirm the accuracy of the information provided by candidates.

You can verify their sales achievements, previous roles, and educational background to assess if everything they've told you stacks up.

2. Gain insights into the candidate's performance, work ethic, and attitude:

References provide firsthand accounts of a candidate's past performance, their ability to meet targets, work under pressure, and handle objections.

These insights help you assess their potential for success in your organisation.

3. Assess cultural fit and compatibility within the sales team:

Understanding how the candidate collaborated with colleagues, interacted with clients, and adapted to different work environments is crucial.

References can shed light on a candidate's interpersonal skills and team dynamics, helping you evaluate their cultural fit.

Preparing for Reference Checks

Before conducting reference checks, it's important to be prepared.

Here's what you can do:

1. Identify key qualities and skills for a successful sales candidate:

Define the characteristics and competencies you're looking for in a sales professional.

This will guide your reference check questions and help you assess if the candidate possesses the required qualities.

2. Define the criteria for selecting reference contacts:

Identify individuals who have directly worked with the candidate and can provide valuable insights.

It could be a former supervisor, colleague, or client who can speak to the candidate's sales abilities.

3. Prepare a standardised set of questions:

Create a list of questions that you'll ask each reference contact.

Standardising the questions ensures consistency and facilitates effective comparison between candidates.

4. Ensure legal compliance and obtain candidate consent:

Familiarise yourself with local laws and regulations governing reference checks.

Inform candidates about the process, obtain their consent, and assure them that their information will remain confidential.

Effective Reference Checking Techniques

Once you're ready to conduct reference checks, follow these techniques for optimal results:

1. Contact references professionally and efficiently:

Initiate contact via email or phone, introducing yourself and explaining the purpose of the call.

Respect the references' time and schedule the conversation at their convenience.

2. Build rapport and establish credibility:

Begin the conversation by expressing gratitude for their participation and explaining the importance of their insights.

Present yourself as a trusted professional, which encourages open and honest feedback.

3. Tailor questions to gather specific information:

Customise your questions to obtain relevant details about the candidate's sales capabilities.

Here are a few examples:

• Can you provide examples of the candidate's most significant sales achievements during their time with your organisation?
• How did the candidate handle objections and challenging sales situations?
• Could you comment on the candidate's communication and interpersonal skills?
• How adaptable and solution-oriented was the candidate in dealing with changing market conditions?
• How effectively did the candidate collaborate with their sales team or clients?

Analysing and Evaluating Reference Check Responses

Once you've gathered feedback, it's time to analyse and evaluate the reference check responses.

Consider the following:

1. Identifying red flags or discrepancies:

Look for any inconsistencies between the candidate's claims, their performance during the interview process, and the reference check responses.

Discrepancies may indicate issues that require further investigation.

2. Comparing reference check findings:

Assess how the reference check findings align with other stages of the hiring process, such as interviews, assessments, and cultural fit evaluations.

Identify patterns and common themes to form a comprehensive evaluation.

3. Balancing positive and negative feedback:

Remember to maintain objectivity by balancing positive and negative feedback.

While a single negative comment should not disqualify a candidate, a consistent pattern of concerns should be taken into consideration.

4. Documenting reference check results:

Keep detailed records of reference check results for future reference and compliance purposes.

Document the key points discussed, the reference contact's information, and any noteworthy insights for each candidate.

Navigating Challenges in Reference Checks for Sales Candidates

Reference checks may come with their own set of challenges.

Here's how to navigate them effectively:

1. Addressing potential obstacles and limitations:

Some references may be hesitant to provide detailed feedback or could have limited availability.

Be patient, understanding, and try to build trust with the reference contact.

Emphasise the value of their input in making the right hiring decision.

2. Dealing with reluctant or unresponsive references:

If a reference contact is unresponsive, politely follow up.

If they continue to be uncooperative, consider seeking additional references or leveraging other evaluation methods to gather the necessary information.

3. Recognising potential biases and interpreting feedback objectively:

Understand that references may have their own biases or personal opinions about the candidate.

Take their feedback into account, but always interpret it objectively and consider multiple perspectives.

4. Ensuring confidentiality and maintaining professional ethics:

Respect the privacy and confidentiality of both the candidate and the reference contact throughout the process.

Only share relevant information internally with key stakeholders involved in the hiring decision.

Integrating Reference Checks into the Overall Hiring Decision

Finally, integrate the insights gained from reference checks into your overall hiring decision-making process:

1. Weighing the importance of reference checks:

Consider the significance of reference checks alongside other evaluation methods, such as interviews, assessments, and cultural fit evaluations.

Each piece of information contributes to the overall assessment of a candidate.

2. Collaborating with hiring managers:

Engage in discussions with hiring managers to collectively evaluate all available information, including reference check findings.

Their perspective, in combination with your own, will lead to a more informed decision.

3. Utilising reference checks to differentiate top candidates:

Reference checks often reveal unique qualities and experiences that can help distinguish top candidates from the rest.

Use this information to compare candidates' strengths and determine who aligns best with your organisation's sales goals.

4. Finalising the hiring decision:

After a comprehensive evaluation, make the final hiring decision based on all available information.

Remember, reference checks should be one of several factors influencing your decision, but not the sole determiner.

Conclusion

Congratulations! You've learned the art of conducting reference checks for sales candidates.

By embracing reference checks, you gain valuable insights, validate qualifications, and make more informed hiring decisions.

Remember to follow best practices, ask tailored questions, and objectively evaluate feedback.

With these tools at your disposal, you'll have the confidence to build a successful sales team that propels your organisation to new heights.

So, go ahead and unlock the potential of reference checks for sales candidates. Happy recruiting!

‍