Backdoor references and how they're used in hiring

If you’re a candidate, are you familiar with the term “Backdoor references”?

At the final stage of an interview, you're likely unsurprised if you're asked for references – three or four contacts that your interviewers can reach out to confirm employment, or ask a few additional questions.  

But many companies often rely on a hidden, yet powerful tool in their hiring processes known as "backdoor references." In this post, we'll share what backdoor references are, how companies use them, and what to consider if you want to use them in an interview process.

What are backdoor references?

Backdoor references, also known as "off-the-record" references, are informal conversations or inquiries that employers make about a job candidate outside the traditional reference-checking process. These conversations typically happen with people the candidate has worked with or know but aren't listed as formal references on the candidate's application. These could be:

1. Other people who have worked with the candidate at their previous company, but weren’t listed as a reference

2. Vendors or employees at partner companies who have worked with the candidate and also know the interviewing team

3. Mutual connections the hiring managers notices they share on LinkedIn

4. Others in the industry who are part of the same professional organizations or groups as the candidate

How companies use backdoor references

1. At the very end of the interview process: References only come up at the very end of an interview process, when a company is close to making a decision – and the same is true of backdoor references. These references are typically only contacted if the company is truly serious about hiring the candidate, but wants to make 100% sure they are the right fit.

2. Affirming fit: One of the primary uses of backdoor references is to gain insights into a candidate's personality and how well they might fit into the new company. Hiring managers often seek feedback from employees who have worked with the candidate before to gauge whether their values and work style align with the organization's.

3. Validating skills and experience: While a candidate's resume may highlight their skills and experience, backdoor references provide an opportunity to verify these claims independently. Companies can reach out to former colleagues or peers who have witnessed the candidate's work firsthand, ensuring they possess the necessary qualifications.

4. Uncovering red flags: Companies may use backdoor references to uncover any potential red flags that didn't emerge during the formal interview process. These could include issues related to teamwork, communication skills, or reliability, which can be critical in making hiring decisions.

5. Gathering candid feedback: Backdoor references sometimes result in more candid and unfiltered feedback compared to traditional reference checks. Candidates tend to be more guarded when selecting their formal references, but informal conversations can reveal valuable insights that might not otherwise surface.

What do keep in mind if you’re using backdoor references

When a company decides to contact backdoor references, there are several crucial factors to keep in mind.

1. Approach these conversations with sensitivity and respect for the privacy of both the candidate and the reference. Be clear about the purpose of your inquiry and ensure that the conversation remains focused on the candidate's qualifications and work-related attributes, avoiding any personal questions.

2. Consider information gathered from backdoor references as just one part of the overall evaluation process, alongside formal references, interviews, and other assessments. This approach ensures a well-rounded understanding of the candidate and enhances the company's ability to make informed hiring decisions.

3. Make sure that any information gathered is used exclusively for the hiring decision and is not shared indiscriminately within the organization. By demonstrating discretion and trustworthiness, a company can build and maintain positive relationships with potential references and uphold ethical standards in the hiring process.

If you're a hiring manager - what are your thoughts on using backdoor references?

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