I had a great conversation recently with a cherished client for whom we have filled several middle and senior roles through our RegulatoryJobs executive recruitment services. They asked for insight into how we assess candidates’ qualifications in an era when what we used to know as standard and effective no longer works.
It is a fair question, and they are not the only ones asking it. In many organizations, reference checks have not changed in decades. Candidates are asked for a list of references, those individuals are contacted, and a familiar set of questions is asked. The problem is that this approach almost always produces glowing feedback from people the candidate knows will speak positively. While pleasant to hear, such feedback does little to reveal how a leader might handle complex situations, build trust, or navigate reputational challenges.
For senior roles, where leadership style, judgment, communication excellence, and credibility directly influence organizational performance and public trust, relying solely on this outdated method is not only insufficient, it could harm an organization.
The Wake-up Call
In recent years, we have observed another red flag. Even when a cover letter is clearly required in the application process, fewer than three per cent of candidates whose applications we have received in the past three years have submitted one. For positions where clear, persuasive, and strategic communication is essential, this is a telling sign. It may indicate a lack of attention to detail, limited interest in the role, or an inability to communicate effectively. Based on other factors and encounters, I suspect we have shifted to a business culture where candidates apply for jobs on their terms, not the prospective employer’s requirements.
This insight, combined with the limitations of traditional reference checks, prompted us to redesign our approach. The result is an updated reference check protocol that goes far beyond confirming employment history or hearing a string of compliments from friendly referees.
Our Updated Senior-level Reference Check Protocol
Here is a high-level overview of our approach to identifying genuine leaders and avoiding costly hiring mistakes:
1. Go beyond the resume: We add a critical early step to reveal communication skills, attention to detail, and alignment with the role.
2. Conduct Discreet, In-Depth Research: We use methods that uncover what public documents and social media profiles cannot.
3. Qualify the right references: We set clear criteria so feedback is current, relevant, and based on first-hand knowledge.
4. Confirm key achievements: We validate the accuracy and impact of the results candidates claim to have delivered.
5. Ask questions that reveal more: Our questioning strategy is designed to go beyond scripted praise to decision-driving insight.
6. Look for patterns, not one-off stories: We focus on consistency across multiple sources to reveal the full picture
The Rising Need for Greater Vigilance
Today’s hiring landscape is more complex than ever. Technology has made it easy for candidates to enhance, exaggerate, or entirely fabricate elements of their applications, sometimes with AI-generated content that can make an unqualified individual appear to be a perfect fit. In some cases, fraudulent credentials and misrepresented experience are going undetected until after hiring, when the cost to the organization is far higher. For organizations, especially those in the regulatory sector, vigilance is not optional. It is an essential safeguard to protect the organization, its staff, and, in the case of our clients, the public they serve.
This approach allows us to uncover insights that truly inform the hiring decision. We can identify potential risks early, confirm that achievements are both real and relevant, and gain a clearer understanding of how a candidate is likely to lead.
The outcome is stronger hiring decisions, more consistent results, and greater confidence that senior hires will deliver the leadership, judgment, and credibility that the role requires.
Your Next Step
If your organization is still relying on traditional reference checks, you may be leaving critical information undiscovered. Contact us to lead your next search or learn how our updated approach can help you recruit qualified, verified professionals who are ready to lead with integrity, vision, and impact.
– Daniel Roukema, CEO
Originally published on: MDRSTRATEGY.CAÂ