Most reference checks are useless because most managers ask useless questions. (“Would you rehire them?” gets you a polite yes and nothing else.) Do it right and references reveal work ethic, coachability, and red flags no interview can surface.
Before you start
- Get consent. Tell candidates you’ll be checking references and get written permission — many application forms include this.
- Check at the right time. After final interviews, before the offer. Checking too early wastes everyone’s time.
- Talk to managers, not peers. A former direct supervisor’s view is worth five coworkers’.
Employment verification (ask first, get the basics)
- What were the candidate’s job title and dates of employment?
- What were their core responsibilities?
- Are they eligible for rehire? (Ask why or why not — the follow-up is where the value is.)
- How would you describe their attendance and reliability?
Performance
- What were their biggest strengths in the role?
- What areas did they need the most coaching on?
- Can you describe a project they owned and how it turned out?
- How did they handle pressure or tight deadlines? Give an example.
- How would you rate their quality of work compared to others in similar roles?
- Did they meet deadlines consistently?
Work style and teamwork
- How did they get along with colleagues and managers?
- How do they respond to critical feedback?
- Would you describe them as self-directed or needing close supervision?
- How did they handle conflict with a coworker or customer?
- What kind of work environment brings out their best?
For manager candidates
- How would their direct reports describe their management style?
- Can you give an example of someone they developed or mentored?
Closing questions
- Is there anything I haven’t asked that I should know?
- Would you enthusiastically recommend them for this specific role? (Name the role — enthusiasm varies by fit.)
- May I contact you again if follow-up questions come up?
Legal limits
- Keep every question job-related. Don’t ask about disabilities, medical history, age, family status, religion, or other protected characteristics — for you or the reference, this creates liability.
- Don’t ask for genetic information (GINA applies even if you didn’t mean to).
- Be consistent: ask the same core questions for every candidate for the same role.
- Take notes. If a hiring decision is ever challenged, your documentation is your defense.
Simple reference check template
For each reference, record: candidate name, reference name/title/company, relationship, date, each question with a 2–3 line summary of the answer, and your overall impression. One page per reference, filed with the hiring packet.
Pair this with strong interview questions and score every candidate the same way with our Interview Tools.