Why check references?
Checking references is an important way to validate what you’ve learned about a candidate during the hiring process.
While resumes and interviews can highlight a person’s strengths, speaking with someone who has directly supervised or worked with the applicant gives you a more complete picture of their work style and performance. Asking the right questions can help you determine how the individual might contribute to your company’s culture and offer insight into their attitude and aptitude at work.
Reference checks can also help you identify whether a candidate has been honest during the hiring process. If a reference claims they can’t answer common questions due to company policy, it may raise additional questions. In these cases, ask the candidate for other alternatives.
“Many people dismiss reference checking, but it can be a helpful tool in the hiring process. Use this to your advantage to round out your process and potentially generate follow-up questions for your applicant based on feedback.”
—Joe Scotto, HR leader
10 questions to ask during a reference check
Reference check questions can provide valuable information about a candidate and the value they can add to your organization. Consider asking the following 10 questions during your next reference check to help make an informed hiring decision:
1. How long did the candidate work for your company?
Consider starting with questions related to the applicant’s resume. These can confirm the candidate’s professional history and can be a good indicator of their honesty. An accurate report of their skills and background suggests you can trust them on the job.
Precise start and end dates can be difficult for candidates to recall, so it’s reasonable to give applicants some leeway if their records don’t match an employer’s. Rounding experience up or down typically isn’t cause for concern, but a large discrepancy may signal an issue.
2. If you could hire this candidate again, would you? Why or why not?
A reference who would rehire a candidate suggests they have the skills and qualities that can add value to your team. If a reference hesitates or provides a more nuanced response, it may reflect specific circumstances or a differing perspective. Asking follow-up questions can help clarify their feedback and give you a more balanced understanding before making a final decision.
3. What was one of this candidate’s biggest accomplishments while you worked together?
Before extending a job offer, consider what a candidate can add to your team. Asking this question gives references the opportunity to reflect on moments when the candidate leveraged their strengths, displayed unique skills or overcame difficult challenges.
If they struggle to come up with something, it may be a sign that the employee is content to take a background role on the team or that their performance was steady throughout their tenure. Depending on the role they’re applying for, this could be a positive factor.
If an applicant has expressed their perspective on their contribution to a project, consider asking the reference to verify the specific project to confirm the candidate’s statement.
4. What was it like to work with this candidate?
Open-ended reference check questions encourage the reference to share their day-to-day experience working with the candidate. Their response can help you understand the candidate’s general attitude in the workplace, their trustworthiness and reliability, and their approach to performing their job duties.
These combined factors can help you assess how well a candidate may work with the rest of the team and succeed in their new role. You might also consider describing the team the applicant would work on and ask how well the reference believes the applicant would integrate into that environment.
5. In your opinion, what are this candidate’s greatest strengths?
While the candidate has likely already shared their strengths, abilities and skills with you, references may offer different perspectives. Often, the qualities other people notice are the ones a candidate exhibits most. By asking this employer reference question, you can identify which skills and abilities the candidate is most likely to display, which may indicate a candidate’s level of self-awareness.
6. Why did this candidate leave your company?
Asking why a candidate left a previous job can be one of the most valuable questions to ask a reference. Whether the candidate was laid off, is seeking new opportunities or is switching career fields, asking this question can validate what the candidate told you. If the reasons don’t match, it may imply the candidate isn’t being completely honest with you.
Everyone makes mistakes, but acknowledging them, being honest and having a plan to improve are essential for progress. Even if their departure wasn’t amicable, taking responsibility suggests candidates have the strength and perspective to move forward and learn from the experience.
7. How did this candidate handle challenges?
You may have asked the candidate a similar question, but consider getting a reference’s perspective on how they handled difficult situations, such as tough deadlines, conflict in the workplace or tight budgets. This can reveal how the individual works under pressure and handles stressful situations.
Understanding how they might approach challenges can give you valuable insight into their attitude. A resilient, solution-focused attitude is generally a good quality to bring to your team and can contribute to a positive work environment.
8. Can you tell me something about this candidate that might not be listed on their resume?
Incorporating open-ended questions for reference checks allows references to elaborate on the candidate’s skills, traits and greatest accomplishments.
For example, someone who worked closely with the individual might mention their non-industry experience, side jobs, volunteer work, impressive skills or hobbies outside of work. They may also describe a time when the candidate demonstrated a positive attitude, showing their commitment to achieving a goal.
9. Is there anyone else you’d recommend I speak to?
The provided reference may not have worked closely with your candidate or may have only managed them for a short time. An additional perspective might provide the information you need to make the right decision. Requesting another relevant reference could help clarify the applicant’s qualifications.
10. How would you rate the candidate’s communication skills?
Employers are realizing the importance of soft skills. While it can be difficult to describe communication skills on a resume, it’s a valuable detail for most positions, whether it’s for speaking with customers and vendors or communicating with coworkers or managers.
Communication could easily be replaced by any soft skill you’ve deemed important to the open position, including critical thinking, teamwork, time management and creativity. The versatility makes this one of the most effective questions to ask for reference checks.
FAQs about questions to ask references
Why is it important to ask the right employer reference check questions?
Asking the right questions during a reference check can help you gather details that the rest of the hiring process may not always provide. When evaluating feedback, consider the relationship between the reference and the candidate. While peer insights are helpful, managers or supervisors often have a broader understanding of the candidate’s contributions and impact in the workplace.
Are there questions employers should avoid during a reference check?
Avoid asking questions that could reveal protected information, such as details about age, marital status, religion, health conditions, or anything else unrelated to workplace performance. Focus on job-related skills, behaviors and achievements.
Should employers ask reference check questions by phone or email?
Although you can conduct reference checks by email, a reference’s tone of voice can help show how they truly feel about a candidate. Regardless of how you contact each reference, the questions listed above can help you make a more informed hiring decision.
How many references should employers contact?
Most employers will speak with two or three references. This should provide enough information to validate the information gathered during the interview and hiring process.
