10 questions to ask references

 

 
Reference check questions can uncover a great deal about a candidate and what they can add to your organization. Consider asking the following 10 questions during your next reference check to make an informed hiring decision.

1. How long did the candidate work for your company?

Consider starting with questions relating to an applicant’s resume. A question like this confirms 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 to keep track of. For this reason, it’s okay to give applicants some leeway if their records don’t match their employer’s. Rounding experience up or down typically isn’t cause for concern, but a large discrepancy could potentially signal a red flag.

2. If you could hire this candidate again, would you? Why or why not?

A reference who would rehire someone suggests the candidate has the skills and qualities that can add real value to your team.

On the other hand, if you come across a reference who would hesitate to hire a candidate again, you might reassess your first impressions of a candidate. With that said, be sure to understand the reasoning behind their answer 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 think of something, it may be a sign the employeeis content to take a background role for 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.

4. What was it like to work with this candidate?

Open-ended reference check questions prompt a reference to share their day-to-day experience working with the candidate.

Their response can shed light on the candidate’s general attitude in the workplace, their trustworthiness, reliability and how they perform 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.

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 check question, you can identify which skills and abilities the candidate is most likely to display.

6. Why did this candidate leave your company?

This can be one of the most valuable questions to ask when calling references. Whether the candidate was laid off, looking for new opportunities or switching career fields, asking this question can validate what the candidate told you. If the reasons don’t match up, it may imply the candidate isn’t being completely upfront with you.

Everyone makes mistakes, but owning them, being honest and having a plan to improve are crucial 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.

Knowing how they 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 (such as side jobs, volunteer work and impressive skills) or hobbies outside of work. They may describe a time the candidate demonstrated a positive attitude that showed they were willing to go the extra mile to achieve a goal.

9. Is there anyone else you’d recommend I speak to?

The provided referencemay not have worked closely with your candidate or may have managed them for a short time. An extra perspective might supply the necessary information to make the right decision. Asking for another relevant reference could lead to a better understanding of the applicant’s qualifications.

10. How would you rate the candidate’s communication skills?

Employers are realizing the importance of soft skills at a rapid rate. 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 simply 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 best questions to ask for reference checks.

Understanding references

References are individuals a job applicant has provided to vouch for them in some way. As an employer, references offer a clearer picture of what it’s like to manage and interact with your potential new employee.

They help you determine how the individual might add to your company’s culture and provide insight into their attitude and aptitude at work. They can also help you quickly discover whether a candidate has been honest in their application and interview.

Related: How to Deal With Fake References

Why you should ask employer reference check questions

While interviews are useful, they don’t always provide a comprehensive view of any candidate. Reference checks can improve your hiring process and may ensure you select a well-suited candidate.

Getting the perspective of a third party offers deeper insight into how the individual behaves on the job. A reference can verify the experience and skills on their resume, including their willingness to meet and overcome challenges. A reference might also share unique skills and abilities the candidate didn’t include or further validate the ones they shared.

Pay attention to the professional link between candidates and their references. While a peer’s perspective is valuable, a manager may be more likely to have a comprehensive understanding of their impact on the company.

Read more: When (and Why) to Check Candidate References

Should you ask reference check questions by phone or email?

Although you can conduct reference checks by email, a reference’s tone of voice and gaps in their responses might tell you how they truly feel about a candidate. Regardless of how you contact each reference, the questions listed above should help you make a more informed hiring decision.