Reference checking must begin early in the process and requires in-depth, thoughtful questioning. Great recruiters are great private investigators.

• Areas of strength or weakness

• Verbal, written, and interpersonal skills

• Afraid (or not) to try new things

• Technically speaking, he/she is very strong/weak in function

• Project management skills

• Leadership ability and style

• Problem solving skills

• Adjectives describing (i.e. articulate, professional, moral, ethical, high level of intensity)

• Key contributions/accomplishments

• What was this person's "home run" or what will they be most regarded for in their career

• Where have you seen this person struggle

• Response to stress

• Area for development

• How is this person regarded by his/her peers on the executive team

• Describe this person's relationship with his/her supervisor

• What is your sense of why this person would consider making a move now

• If this person were to stay at their present company, what do you think would be his/her next or near-term role

• How would you coach this person on his/her career

• Do you perceive there is a fit for the position

• Where will the person not fit for the position