Should HR or Hiring Managers handle the reference process?

The question should be how you provide a reference check process that allows hiring managers to compare and contrast the references of multiple final candidates.

At SkillSurvey, we've got a solution that automates the process and allows all stakeholders you deem appropriate to view the data coming back in on references.

But - let's assume you don't have that solution or can't afford it right now.  Can you allow the HR or recruiting team to do references on final candidates?

Many companies take this path.  While it's a way to get references completed, it's more of a "check the box" exercise than it is a value-added play.  The conversation between HR and the hiring manager usually goes something like this:

HR Rep:  The references came back on that candidate.

Hiring Manager: Great - how did she look on the references?

HR Rep:  Great.  People really seemed to like her.

Hiring Manager: No red flags?

HR Rep: Nope.  Looked good.

Hiring Manager:  Great, I'm going to go ahead and make the offer.

What's missing from this conversation?  How about data?  How about contrast of stregths and weaknesses?  Perhaps a measurement of how intensely the reference shared information on the candidate.

In other words:  What's missing is all the stuff that matters.

Don't get us wrong - It's not HR's fault.  You can have a talented HR or recruiting pro checking references, asking great questions and taking good notes.  But, at the end of the day, they're going to run into a brick wall when sharing the feedback.  The hiring manager is busy, and there's no easy way to summarize the details of the conversation the HR pro had with the reference.

So the conversation becomes all about thresholds.  Any crazy stuff?  Did she kill anybody?  Lowest common denominator because the manager wasn't there.

Back to the question - who should do references?  We think you either have to find a reference platform that contrast candidates and shares data easily, or the hiring manager has to do it.  It's the only way to ensure the person doing the hiring has all the data they need to make a great hiring decision.