10 Reference Check Questions To Ask

When hiring, ensuring you have all the necessary information to make a well-informed decision is crucial. Reference checks are vital to this process, providing insights beyond what resumes and interviews reveal. This article outlines essential questions to ask during reference checks, helping you comprehensively understand a candidate’s past performance and suitability for your organization.

Doing so saves the company money, time, and valuable resources that are better re-invested in the business than wasted.

What Are Reference Checks?

Reference checks are integral to the hiring process and are designed to ensure your job candidate is accurately represented and truly fits the role in question. The process involves contacting individuals who have been listed by the candidate, typically including previous employers, supervisors, or colleagues. These references are contacted to validate various aspects of the candidate’s professional background.

The primary goal of reference checks is to verify the accuracy of the information provided by the candidate during their application and interview process. It includes confirming job titles, employment dates, and specific responsibilities in previous roles. By obtaining this confirmation, employers can be more confident that the candidate’s resume and self-reported experiences align with their work history.

In addition to validating factual information, reference checks provide an opportunity to gain deeper insights into the candidate’s work ethic, performance, and interpersonal skills. Former supervisors or colleagues can offer valuable perspectives on how the candidate handled various work situations, their approach to problem-solving, their ability to work as part of a team, and their overall attitude towards their job. 

Such feedback can highlight strengths and identify potential weaknesses or areas of concern that may not be evident from the candidate’s resume or interview alone. Overall, reference checks aim to uncover additional insights that might affect the candidate’s suitability for the role. They help employers make more informed hiring decisions by offering an external perspective on the candidate’s qualifications and potential fit within the organization. 

A thorough evaluation helps ensure that new hires are well-aligned with the company’s needs and culture, ultimately contributing to more successful and harmonious workplace dynamics.

Why Is It Important to Ask Reference Check Questions?

Asking the right questions during reference checks is crucial for several reasons. Firstly, it allows you to verify the information provided by the candidate. By confirming job titles, responsibilities, and tenure details, you can ensure that candidates’ resume and interview responses accurately reflect their past experiences. The verification process helps maintain the hiring process’s integrity and make financially sound recruitment choices. 

Secondly, reference check questions help you gain deeper insights into the candidate’s work ethic and skills. While resumes and interviews provide an overview of a candidate’s qualifications, they often need more detailed context of their day-to-day performance and professional demeanor. 

By asking targeted questions, you can learn how the candidate performed in previous roles, their approach to various situations, and their overall behavior in the workplace. This information provides a clearer picture of their professional capabilities and helps to assess whether they possess the qualities needed to succeed in the position you are offering.

Additionally, asking specific questions can help identify potential red flags that may not be apparent from the resume or during interviews. For instance, candid feedback from former employers can uncover issues such as inconsistencies in the candidate’s work history, areas where they struggled, or patterns of problematic behavior. Identifying these red flags early in the hiring process can save your organization from future problems that result in added costs.

Moreover, reference check questions can provide a more rounded view of the candidate by adding an external perspective to your evaluation. Former supervisors and colleagues can offer valuable insights that the candidate may not disclose during the interview. This external perspective helps to balance the candidate’s self-reported strengths and weaknesses with observations from those who have worked closely with them.

10 Useful Questions to Ask When Conducting Reference Checks

Can You Confirm the Candidate’s Job Title, Responsibilities, and Duration of Employment?

Such a comprehensive question helps verify the basic details of the candidate’s previous role. It ensures that the information on their resume matches what their past employer provided.

How Would You Describe the Candidate’s Overall Performance in Their Role?

This open-ended question allows the reference to provide a broad view of the candidate’s performance, highlighting strengths and areas for improvement.

What Are the Candidate’s Greatest Strengths?

Understanding a candidate’s key strengths from a former supervisor or colleague can validate the skills and abilities they’ve presented during interviews.

Are There Any Areas Where the Candidate Could Improve?

Here, the aim is to uncover areas where candidates might need further development or support, providing a balanced view of their capabilities.

How Did the Candidate Handle Feedback and Criticism?

Questions such as this help assess the candidate’s ability to accept and act upon constructive criticism, which is crucial for growth and adaptation to new roles.

Can You Provide Examples of the Candidate’s Teamwork and Collaboration Skills?

Since most roles require effective teamwork, it’s essential to understand how well the candidate works with others and handles collaborative projects.

Why Did the Candidate Leave Their Previous Position?

This question seeks to understand the context of the candidate’s departure, which can provide insights into their career motivations and potential red flags.

How Did the Candidate Respond to Challenging or Stressful Situations?

Understanding how the candidate manages stress and challenges can give you an idea of their problem-solving skills and resilience.

If Given the Opportunity, Would You Rehire This Candidate? Why or Why Not?

Questions around rehiring provide a clear perspective on the candidate’s overall performance and whether their previous employer found them valuable enough to bring back.

Can You Share a Notable Accomplishment of the Candidate While Working With You?

Highlighting specific achievements allows you to gauge the candidate’s impact and effectiveness in their previous role.

Frequently Asked Questions

What Are Typical Reference Check Questions?

Typical reference check questions include verifying job titles and responsibilities, inquiring about performance, strengths, and areas for improvement, and understanding how the candidate handled various situations. These questions help provide a comprehensive view of the candidate’s suitability for the role.

What Not to Ask In a Reference Check?

Avoid asking questions about protected characteristics such as race, age, gender, religion, or disability. Questions about personal matters like marital status or health conditions are also inappropriate. Ensure that your questions are focused on professional qualifications and experiences to stay compliant with legal standards and avoid biases.

Final Thoughts

Reference checks are a crucial step in the hiring process. They provide insights into a candidate’s previous performance and potential fit within your organization. By asking the right questions, you can make more informed decisions and mitigate hiring risks.

Consider ScoutLogic’s expertise in reference checks and other screening solutions for a comprehensive background screening service. Explore how ScoutLogic can help streamline your hiring process at ScoutLogic Screening Services.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.