by Angelina Torres, Staffing Manager, Lloyd
Let’s talk about the “backdoor” reference check—what it is, why it’s a problem, and most importantly, why we need to stop ignoring it!
As a recruiter, I continue to see companies and hiring managers priding themselves on being strategic, competitive, data-driven, and people-focused. Yet the backdoor reference check keeps sneaking into the hiring process.
I’m sure you know what I’m referencing—the discreet, off-the-record message to someone who hasn’t been listed as a reference. Maybe it’s a former colleague, a “friend of a friend,” or someone who worked on the same floor five years ago. The intention is usually framed as harmless: “just looking for some honest insight from a trusted source.”
But who are we really kidding? Backdoor reference checks are anything but harmless. They’re a hiring shortcut that too often blurs ethical lines, undermines candidates’ trust, and invites far more harm than clarity into the hiring process.
Why Are Backdoor References So Damaging?
Despite being common, this practice comes with real consequences. When employers engage in these quiet side conversations, they unintentionally (or sometimes knowingly) create ripple effects that compromise the integrity of the hiring process.
Here’s what really happens behind closed doors:
- Candidate Trust and Privacy Are Undermined
Candidates assume their professional history will be discussed with people they choose and trust. Going behind their back violates that expectation and creates an unnecessary breach of confidentiality. - The Information Gathered Is Often Incomplete, Biased, or Flat-Out Wrong
You’re not getting an objective performance evaluation. Instead, you’re getting someone’s perception, filtered through personal experiences, opinions, or even old workplace politics or biases. - It Normalizes a Culture of Gossip Over Professionalism
Hiring should be based on facts, not whispers. When teams accept back-channel conversations as “due diligence,” it reinforces a culture where hearsay carries more weight than verified, accurate information.
Candidate’s Hiring Background
The Bigger Issue
These actions reflect deceptive hiring practices! Backdoor reference checks not only create ethical issues, but they also reveal something a lot deeper about an organization’s values.
A candidate deserves to be evaluated on their work, achievements, interviewing ability, and skillset—not on opinions shared without context, accountability, or the opportunity to respond and defend themselves. Trust is a two-way street, and the hiring process should reflect that accordingly.
So, What’s the Right Way to Do It?
If a company truly wants accurate insight into a candidate’s background, the solution is simple:
- Ask the Candidate for References Directly
They can provide people who have seen their work firsthand and who can speak on their performance in a professional, constructive way. - Be Transparent About Your Process
If additional verification is needed, communicate that openly. Honesty builds trust. - Maintain Professionalism and Integrity at Every Step
A thorough hiring process doesn’t require shortcuts. It needs structure, consistency, and respect for all parties involved (candidate included!)
As a Staffing Manager here at Lloyd, I’m committed to ethical hiring practices that continue to empower companies to build strong teams, foster positive workplaces, and help talented individuals find their career “homes” where they can truly thrive.
Let’s continue to build teams with fairness, transparency, and integrity guiding every hiring decision we make. When we lead with honesty and respect, we create workplaces where people feel valued from day one. The standards we expect from our future employees should always begin with how we welcome them in!
About the Author
Angelina Torres is a Staffing Manager at Lloyd Staffing with a unique dual perspective that sets her apart in the recruitment industry. She first joined Lloyd in 2009 as a temporary talent associate, working on assignment with a variety of client companies before transitioning to a permanent recruitment role in 2022.
Angelina prides herself on knowing Lloyd from the inside out—she’s lived the experience from both sides of the desk. Her firsthand understanding of what it means to be a contract employee, combined with her deep insight into the challenges employers face around hiring, retention, and workforce performance, gives her an invaluable edge in matching talent with opportunity.
Over the years, Angelina has built strong expertise in the MS Office Suite and developed superior customer relations skills across corporate office, healthcare and academic settings. Whether you’re a candidate seeking an administrative role in People Operations or an employer looking to build your team, Angelina brings the knowledge, empathy, and strategic thinking that comes from truly understanding both sides of the hiring process. Contact Angelina
TO HIRE NOW
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