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Mastering the 360 Reference Check for Better Leadership Hires

Hiring a new leader is a big step for your company. You want to make sure you choose the right person for the job. Most hiring managers only talk to a candidate's former boss. This gives you a small part of the story. To get the full picture, you need a different approach. This is where the 360 reference check comes in.

A 360 reference check means you talk to people who worked above, beside, and below the candidate. This method gives you a clear view of how the person acts in different situations. It helps you find out if they are truly a good fit for your team. When you use this strategy, you reduce the risk of making a bad hire. You also gain confidence in your decision.

Mastering the 360 Reference Check for Better Leadership Hires

Why One Perspective Is Not Enough

When you only speak to a former manager, you see the candidate as an employee. You learn about their ability to follow orders and meet deadlines. While this is important, it does not tell you everything. A candidate might be great at pleasing their boss but terrible at leading a team.

Leadership is about more than just results. It is about how those results are achieved. You need to know if the candidate treats their team with respect. You need to know if they can work well with people in other departments. A single reference cannot give you all this information. By looking at the candidate from every angle, you get a much more honest view of their skills.

The Three Pillars of the 360 Reference Check

To do a proper leadership evaluation, you must speak to three specific groups of people. Each group offers a unique look at the candidate's work habits. These three pillars are:

Former Managers (The view from above)
Peer References (The view from the side)
Subordinate References (The view from below)

By collecting feedback from all three, you create a complete map of the candidate’s professional life. This makes your thorough vetting process much more effective.

Manager References: Seeing the Results

The manager reference is the most common type. These references help you verify the candidate’s technical skills. They can tell you if the person met their sales goals or finished projects on time.

When you talk to a former boss, ask about:

The candidate's ability to take feedback.
Their growth over time in the role.
Their biggest professional wins.
Whether the manager would hire them again.

This information is the foundation of your check. It tells you if the candidate can do the work. However, it does not tell you how they lead others.

Peer References: Assessing Teamwork

Peer references are people who worked at the same level as the candidate. They see the candidate as a teammate. This perspective is important for understanding how the candidate handles day-to-day work.

Peers can tell you:

How the candidate handles stress.
If the candidate is helpful when things get difficult.
How they manage disagreements with coworkers.
If they are reliable and meet their promises to the team.

A leader must be able to work with other leaders. If peers say the candidate was hard to work with, it is a red flag. You want a leader who builds bridges, not walls.

Subordinate References: Measuring Leadership Impact

Subordinate references are the people who reported directly to the candidate. This is often the most revealing part of a 360 reference check. These people know what it is like to be led by the candidate every day.

Ask these references about:

The candidate’s communication style.
How they delegate tasks and give instructions.
If they support the career growth of their team.
How they handle mistakes made by their staff.

If a leader has a history of unhappy subordinates, they may have a management style that hurts your company culture. On the other hand, if former employees speak highly of them, you have found a strong leader.

How to Conduct Thorough Vetting

To make this process work, you need a system. You cannot just call people and have a random chat. You need to ask the same questions to every reference. This helps you compare the answers fairly.

Many companies find that manual phone calls take too much time. People are busy and hard to reach. Using digital tools can make this much easier. You can use 360-degree reference surveys to gather feedback quickly. These surveys allow references to provide honest answers on their own time. This often leads to more detailed and truthful feedback than a quick phone call.

When you use surveys, you can also look for patterns. If three different people mention the same weakness, you know it is something to watch out for. If everyone praises the same strength, you can be sure it is real.

Using Data to Make the Right Hire

Once you have all your feedback, it is time to look at the data. Do not just look at one bad comment. Look at the whole picture. A 360 reference check is about finding the truth, not finding perfection.

Compare what the candidate said in the interview with what their references say. If the candidate said they are a great mentor, but their subordinates say they never give feedback, you have a problem. If the candidate said they are good at collaboration and their peers agree, you have proof of their skills.

This data helps you make a choice based on facts, not just a "gut feeling." It makes your hiring process fair and professional.

Frequently Asked Questions

How many references do I need for a 360 check? You should aim for at least five references. This usually includes one or two managers, two peers, and two subordinates. This gives you enough data to see clear patterns.

Will subordinates be honest about their former boss? Most people want to be helpful. If you use a confidential survey, they are more likely to be honest. Make sure they know their answers are part of a professional process.

Is a 360 reference check only for senior roles? While it is most common for leadership roles, it is useful for any position that requires teamwork. Any role that has a big impact on your culture can benefit from this strategy.

How long does a 360 reference check take? If you do it manually, it can take a week or more. If you use an automated system, you can often get all your results back in two or three days.

Closing the Gap in Your Hiring Process

The 360 reference check is a powerful tool for any hiring manager. It moves you past the basic "yes or no" questions. It lets you see the candidate as a whole person. By looking at feedback from managers, peers, and subordinates, you protect your company from bad hires. You also make sure your new leader has the support they need to succeed.

Hiring is an investment. You spend a lot of time and money finding the right person. A thorough check makes sure that investment pays off. It gives you the peace of mind that you are making the best choice for your team and your future.

Build a Stronger Team with Refhub

Finding the right leader does not have to be a guessing game. Refhub helps you get the data you need to hire with confidence. Our tools make it easy to run a 360 reference check without the stress of endless phone calls. You can gather deep insights from every level of a candidate's past work life.

Stop relying on a single point of view. Start using a strategy that shows you the full picture. Contact Refhub today to see how our survey tools can change the way you hire. Build a team that is strong, happy, and ready to win.

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