Blog Layout
The "Backdoor" Reference
April 8, 2020
We have all been asked for a list of references who can speak about our professional capabilities. These people are usually colleagues, clients, staff and/or supervisors. Most of us choose a broad base of folks from our network whom we anticipate will offer positive information about our talents. These "candidate approved" references can provide information across a variety of areas to enable employers to ascertain "fit" with a particular opportunity. Throughout my 30 years of architecture and civil engineering recruiting, I have spoken with approved references who have provided not only positive information but more balanced insights that include areas for improvement as well as strengths. A good interviewer can pull honest reference information by asking the right questions and listening well to the answers then asking clarifying questions.
A "backdoor" reference refers to gathering information from a source other than those "approved" names specifically given by a candidate. While backdoor references are not illegal, specific care must be taken and information weighted in an overall evaluation of the candidate. If we can get solid information from a reference, then why are many recruiters and companies completing backdoor references on potential hires? Many would report that these references could provide unbiased information and may feel more comfortable in speaking freely since their name was not actually offered directly.
Caution must be used when evaluating this information. How credible is the reference and information given? Could there be a hidden agenda with the person providing information about the candidate? Is the information given based on fact or opinion? When was the last time this person worked with the candidate? Is the information they are providing relevant? Are social networks able to assist in painting a picture of the candidate that you can learn without involving a third party? With a person's current employer, no backdoor reference should ever be done. Recruiters and companies must always air on the side of caution when releasing information that a person is exploring an opportunity outside of their current employer. As a candidate, know that you need to be honest and upfront about your work and project history as these backdoor references will most likely happen.
Recruiters and employers need to be aware that conducting backdoor references alerts potential competitors that an excellent candidate may be open to making a change. You could lose the candidate to a competing opportunity!
The Metzner Group Blog
Being ethical is critical in executive recruitment. An ethical executive recruiter recognizes that their role goes beyond merely filling a position; it is about building meaningful relationships and ensuring the match between candidate and company is genuine and beneficial. This approach is not just a professional obligation but a moral one. Building Relationships: A skilled executive recruiter understands the importance of nurturing relationships with clients and candidates. These relationships are rooted in trust, transparency, and mutual respect. By understanding both parties' needs, values, and aspirations, the recruiter can make informed decisions that lead to successful matches. Focus on Fit: The right match goes beyond qualifications and experience and involves cultural fit and values alignment. Ethical recruiters take the time to grasp the organization's culture and the candidate's personality. They strive to ensure the new hire will thrive in the company's environment and contribute positively to its goals. Integrity and Honesty: Principled recruiters uphold integrity throughout the recruitment process. They provide honest feedback, manage expectations, and avoid practices that could mislead or exploit either party. This includes being transparent about potential challenges and ensuring candidates are fully informed about the roles they are being considered for. Long-Term Success: An ethical recruiter prioritizes long-term success for both the candidate and the company. This means valuing quality over quantity and making placements likely to endure. An ethical match leads to higher job satisfaction, reduced turnover, and a stronger, more cohesive organization. In conclusion, ethical executive recruiters are about much more than filling positions. They foster relationships, ensure a good cultural fit, maintain integrity, and aim for long-term success. By adhering to these principles, recruiters fulfill their professional responsibilities and contribute to the overall well-being of the companies and candidates they serve.
Taking on a new executive role is more than just a career transition—it’s an adventure filled with potential and personal growth. Here’s why you should embrace this opportunity: 1. Growth and Development: A new role challenges you to stretch your capabilities and develop new skills. It’s an invaluable opportunity to broaden your horizons and enhance your leadership toolkit. 2. Fresh Perspectives: A new position brings fresh insights and viewpoints. It allows you to step out of your comfort zone and see the industry differently, fostering innovation and creativity. 3. Expanding Your Network: Embracing a new opportunity connects you with new professionals and mentors. These relationships can offer support, inspiration, and new avenues for collaboration. 4. Driving Impact: You can drive significant change in an executive role. This is your opportunity to implement strategic initiatives and make a lasting impact on the organization. 5. Personal Fulfillment: There is immense satisfaction in taking on new challenges and overcoming them. It boosts your confidence and brings a profoundly fulfilling sense of achievement. Don’t hesitate. Embrace the challenge, take that new executive role, and unlock your potential. The next chapter of your career is waiting—make it count! Let’s discuss this further. Feel free to drop me an update at carol@themetznergroup.com. #Leadership #ExecutiveOpportunities #TakeTheLeap #CivilEngineeringExecutiveSearch Carol A. Metzner The Metzner Group, LLC www.themetznergroup.com
