Verify leadership achievements, validate management competency, confirm business performance, assess team development success, evaluate professional relationships, and gather specific achievement examples through structured reference discussions with former supervisors and management colleagues.
Common misunderstanding: Doing quick reference checks instead of detailed conversations
Many hiring managers do basic reference checks without asking specific questions about management skills. Quick calls miss important information about leadership ability and team development success.
Let's say you are checking references for a Bar Manager candidate. You ask "Was John a good employee?" and accept "Yes, he was reliable." But you don't ask "How did John develop his team?" or "What were his biggest management achievements?" You miss crucial leadership information.
Common misunderstanding: Accepting written references instead of speaking to people directly
Some managers only read written reference letters instead of talking to previous employers directly. Written references are often generic and don't reveal real management strengths or weaknesses.
Let's say you are checking a Bar Manager candidate's references. Their written reference says "Sarah was an excellent manager who worked well with her team." This tells you nothing specific. A phone conversation might reveal "Sarah increased our team retention by 40% and reduced our training costs significantly."
Explore team development achievements, staff motivation effectiveness, performance management success, conflict resolution capability, and authority presence whilst requesting specific examples, measurable outcomes, and challenges overcome through leadership competency.
Common misunderstanding: Asking about general work performance instead of management skills
Some hiring managers ask references about general work performance instead of specific management achievements. Being a good worker doesn't mean being a good manager.
Let's say you are checking references for a Bar Manager candidate. You ask "Was David punctual and hardworking?" These are basic employee qualities. Instead ask "How did David handle staff performance issues?" and "What management challenges did David face and how did he solve them?"
Common misunderstanding: Accepting general answers without asking for specific examples
Some managers accept vague reference answers without asking for detailed examples. General statements don't prove real management ability or team development success.
Let's say you are speaking to a reference who says "Emma was a great leader." Don't accept this general answer. Ask "Can you give me a specific example of Emma's leadership?" and "What measurable improvements did Emma achieve with her team?" Specific examples prove real management capability.
Confirm financial oversight achievements, cost control success, profit improvement initiatives, budget management competency, and commercial decision-making effectiveness whilst requesting specific metrics and business impact examples.
Common misunderstanding: Assuming business skills without checking actual financial results
Many hiring managers assume Bar Manager candidates understand business without checking their actual financial achievements. Managing finances is a specific skill that needs verification.
Let's say you are checking references for a Bar Manager candidate who claims business experience. Don't assume they understand finances. Ask the reference "What were Mark's specific financial responsibilities?" and "Did Mark improve profitability? By how much?" Many bar staff have never managed budgets or understood profit margins.
Common misunderstanding: Avoiding money questions because they seem too personal
Some managers avoid asking references about financial performance because it feels uncomfortable. But Bar Managers must handle money, budgets, and profitability successfully.
Let's say you are checking references for a Bar Manager candidate. You feel awkward asking "Did Lisa manage budgets effectively?" or "What were Lisa's cost control achievements?" But these questions are essential. Bar Managers who can't handle finances will damage your business.
Assess collaborative leadership, stakeholder relationship quality, team retention rates, staff development success, and professional reputation whilst exploring specific examples of relationship building and team coordination achievements.
Common misunderstanding: Focusing on individual performance instead of team leadership
Some hiring managers ask about individual work performance instead of team leadership ability. Bar Managers succeed through their team's performance, not just their own work.
Let's say you are checking references for a Bar Manager candidate. You ask "Was Tom good at his job?" This focuses on individual performance. Instead ask "How did Tom's team perform under his leadership?" and "Did staff retention improve when Tom became manager?" Team results show management effectiveness.
Common misunderstanding: Only asking about strengths and ignoring weaknesses
Some managers only ask about positive aspects and avoid discussing weaknesses or challenges. Understanding development areas helps you support the new Bar Manager effectively.
Let's say you are checking references for a Bar Manager candidate. You ask "What were Alex's strengths?" but avoid asking "What areas did Alex need to develop?" or "What management challenges did Alex struggle with?" Knowing weaknesses helps you provide proper training and support.