"What Will Your Referees Say About You?"

“If we called your referees, what would they say about you?”

It sounds like a simple question. But it is often a test. The panel is checking whether you know how others see you, whether you are honest about your weaknesses and whether your answer will match what your referees actually say.

If your answer and your referees’ comments do not match, it raises doubts. If they match well, it builds trust and often strengthens the case for hiring you.

This article covers why the panel asks before calling, how to prepare referees so the stories match, how to include a weakness, example answers, what to do when a referee is a risk and how it links to the reference check.

Why the panel asks before calling

There are three reasons:

• Self-awareness. Do you know how others see you?

• Honesty. Will you mention weaknesses, or only strengths?

• Consistency. Will your account match your referees’?

Search consultants and panels often compare your answer with the reference check. Big gaps are a red flag.

Preparing referees so the stories match

Good preparation makes a big difference.

Choose the right referees. People who know your work well and saw you in senior roles. Usually a former manager, a peer and sometimes a direct report or board member. See executive references.

Talk to them before you apply. Ask if they are happy to be referees. Remind them of your key achievements in their time with you.

Share the role. Tell them what the role is and what the panel cares about.

Ask what they would say. “If someone asked about my strengths and development areas, what would you say?” Listen carefully. Their answer tells you what to say in interview.

Agree the facts. Dates, titles, results and the reason you left.

Including a weakness they will mention

Most referees will be asked about development areas. If you only mention strengths in your answer, and your referee mentions a weakness, it can look like you lack self-awareness.

Include one genuine development area, with what you are doing about it.

Example answers

Example one:

“My former CEO would probably say I am calm under pressure and very reliable with the numbers. She often said I gave the board confidence. She would also say I can take on too much myself, and that I have had to learn to delegate more. In my last role, I built a stronger second line in the finance team, which freed me up for more commercial work.”

Example two:

“My current chair would describe me as direct and commercially focused. He has said I am good at turning complex finance into clear decisions for the board. He would also say that early on, I could be too quick to push for change. I have learned to spend more time building support before acting, and the results have been better.”

Both answers show strengths, a real development area and growth.

When a referee is a risk

Sometimes you have a difficult relationship with a former manager. Or a business you worked for collapsed, or you left on bad terms.

• Choose other referees who saw your work, such as a different senior leader or a board member.

• Be ready to explain if the panel asks why your direct manager is not on the list.

• Do not hide it. Search consultants may make backchannel calls. See backchannel references in executive search.

Example: “My most recent CEO and I had different views on strategy, which is part of why I left. I have included the chair and the audit committee chair, who worked closely with me and can speak to my work.”

Linking it to the reference check

The reference check usually happens near the end of the process. It often asks:

• What were the candidate’s main responsibilities?

• What were their key achievements?

• What are their strengths?

• What are their development areas?

• Why did they leave?

• Would you hire them again?

If you have prepared your referees well, the answers will support everything you said in interview.

Common mistakes

• Giving only strengths

• Not talking to referees before they are called

• Choosing referees who barely know your work

• Hiding a difficult relationship that the panel will find anyway

• Giving referees outdated information about your goals

How search consultants use this question

When I was in executive search, I often asked candidates what their referees would say, then compared it with the actual references. When the two matched, my confidence in the candidate grew. When they did not, I went back to the candidate with questions. A close match was one of the quiet signals that helped strong candidates win.

Thanking your referees

Referees give their time to help you. Thank them, keep them updated on the outcome and offer to return the favour.

Your profile

You do not need to mention referees on your resume. “References available on request” is not needed. But make sure your resume results match what your referees remember.

A quick self-check

Call one of your likely referees this month. Ask what they would say about your strengths and development areas. Compare it with what you would say. If there is a gap, adjust your answer.

Answering when you are early in your career at this level

If you have only recently stepped into senior roles, your referees may know you best from a step below. That is fine. Choose people who saw you take on more, such as acting in a bigger role, leading a project or reporting to the board.

Prepare them to talk about that stretch. “She acted as CFO for six months while we recruited, and the board was comfortable with her from the first meeting” is a strong reference for a first CFO role.

Matching the reference to the role

Different roles care about different things. A CFO role in a growth business may care about pace and capital raising. A Group Financial Controller role may care about controls, consolidation and team leadership.

Before each process, tell your referees what this role needs. Ask them to think of one or two examples from their time with you that fit. You are not asking them to stretch the truth. You are helping them remember the most relevant facts.

Timing matters

Let your referees know when calls are likely. A referee who is surprised by a call, or who is on leave, can slow down an offer. A short message the week before helps.

“Hi Sarah, the search firm for the CFO role may call you this week or next. The role leans heavily on board reporting and the finance system change, so the work we did on the ERP upgrade will be most relevant. Thanks again for doing this.”

If you do not know what they will say

Some candidates feel awkward asking. But not knowing is a bigger risk. If a referee is vague or reluctant when you ask, take that as a sign to choose someone else. A lukewarm reference can do more harm than a missing one.

Strong preparation also shows respect. Referees appreciate being briefed, and it makes their job easier.

Your next step

List three referees. Talk to each before your next senior application, and agree the key facts and stories.

If you want help preparing for senior interviews and reference checks, my executive interview preparation helps senior leaders prepare consistent, credible answers.

If you have an interview coming up, book a complimentary Clarity Session.