What is a reference check?

Employers generally conduct reference checks after interviews when one or more preferred candidates have been identified.

A reference check involves speaking with individuals who have worked with the candidate in the past. These individuals may include managers, supervisors or colleagues who can provide insight into the candidate’s work style, performance and professional conduct.

Getting in touch with references can help you understand how a candidate handled responsibilities in earlier roles. This feedback demonstrates whether a job seeker’s experience aligns with the requirements of the position you have available.

Five reference check questions employers can ask

The right questions can help you learn more about a candidate’s experience, work habits and strengths. Here are five questions to ask during a reference check:

1. How would you describe this person’s work style and approach to collaboration?

This question encourages the referee to describe their experience working with the candidate. Their response can tell you about the job seeker’s communication style, reliability and approach to daily responsibilities. Referees may also share observations about how the candidate collaborated with colleagues, managed projects and handled workplace expectations. These details can help you understand how the candidate may integrate with your team.

2. What are this candidate’s greatest strengths?

Candidates frequently describe their key abilities during interviews. Asking referees about these qualities adds insight from someone who observed the candidate’s work over time. A reference may highlight qualities such as problem solving, organization, leadership or collaboration. This feedback can showcase the capabilities the candidate consistently demonstrated in previous roles.

3. Which skills could this candidate continue developing?

Every professional continues to develop new skills throughout their career. This question may highlight where the candidate may still be gaining experience. You may also consider how long ago the referee worked with the candidate. The job seeker may have gained additional experience or developed new skills since that time.

4. What was one of this candidate’s most notable accomplishments while you worked together?

This question encourages referees to recall a specific example of the candidate’s contributions. Their response may highlight how the job seeker approached challenges, used their skills or supported team objectives. Examples of past accomplishments can help you understand how the candidate applied their abilities in real workplace situations.

5. Would you hire this candidate again?

This question provides a clear summary of the referee’s overall impression of the candidate. A positive response may suggest the candidate contributed value to the team and maintained strong professional relationships. If the referee shares additional context, their explanation may offer further insight into the candidate’s work style and performance.

How reference checks support hiring decisions

The way you ask reference check questions can influence the type of information you receive. Not only do you want to verify employment history, responsibilities and accomplishments, but it’s a good idea to gather insight into how the job seeker handled workplace challenges.

A professional and structured approach that includes preparing questions in advance and asking open-ended questions can encourage references to provide detailed feedback while also respecting their time. The following tips can help you navigate the conversation:

• Ask questions that reveal how someone works under real conditions. Explore how the person handled competing priorities, tight deadlines or unexpected changes.
• Explore the referee’s working relationship with the person. Ask how closely they worked together and for how long. This helps you understand the context behind the feedback.
• Ask about the level of supervision the person needed. Questions about independence, decision-making and when they sought guidance can reveal how they operate in a role.
• Look for gaps between claimed skills and observed performance. If a referee describes a strength that matters to the job, ask how the person demonstrated it in practice.
• Ask about growth over time. Find out whether the person took on more responsibility, responded to feedback or improved in areas where they initially struggled.

Common mistakes to avoid during reference checks

Reference checks can support hiring decisions when conducted thoughtfully. Being aware of the following challenges may help employers gather more accurate feedback:

• Asking leading questions: Use neutral, open-ended questions rather than wording that suggests a preferred answer.
• Discouraging constructive feedback: Avoid focusing only on strengths. Give referees an opportunity to share concerns and explain what could help the person succeed in a future role.
• Accepting generalizations without examples: When a referee offers a broad opinion, ask what they personally observed to support it.
• Using inconsistent questions across references: Ask each referee a consistent set of core questions to make feedback easier to compare, while allowing for relevant follow-up questions.
• Asking questions unrelated to job performance: Keep the conversation focused on role-related skills, work performance and professional conduct rather than personal characteristics or protected information.