People & HR · Lesson 3
Interviews and reference checks that reveal the truth
Ask for specific past examples, then verify them with people who saw the work.
The best guide to future behaviour is past behaviour. Ask 'Tell me about a time you…' questions linked to your scorecard. Then dig: 'What exactly did you do? What happened? What would you do differently?' Vague answers or constant 'we' with no 'I' are warning signs.
Include a short practical task where possible: review a drawing, draft a client email, prioritise a messy task list. Keep it under an hour and relevant to the real job. Pay for anything longer.
Reference checks are often skipped or rushed. Call former managers, not friends. Ask: 'How would you rate them from 1 to 10?' then 'What would make them a 10?' The answer to the second question tells you what to watch. Ask also: 'Would you hire them again?' A hesitant yes is useful information.
Example — Hypothetical: digging into an answer
Candidate: 'We delivered the mall project early.' Follow-up: 'What was your part?' — 'I rebuilt the schedule when the contractor slipped and ran weekly calls.' Now you have evidence of ownership, not just a team success.
Try this
Write two 'Tell me about a time…' questions for each must-have on your scorecard, plus one follow-up probe.
Reflect
When you last checked a reference, did you learn anything that changed your view? If not, were the questions sharp enough?