During your hiring process, use these sample employment reference check questions to obtain references
Former employers and co-workers may be able to provide you with information regarding your candidates’ past job performance.
Take a look at:
- Here are some reasons why you should check your references
- Questionnaire for employment reference checks
- Checking references
- When conducting a background check, look for these red flags
- Reference check challenges
- The questions you cannot ask during a reference check
Here are some reasons why you should check your references
In their resumes and during interviews, candidates present themselves in a positive manner. References can provide you with more objective information regarding the performance of a candidate. It is a good idea to obtain references from former employers, co-workers, and business partners (for example, clients) before extending a job offer.
Check the references of the following individuals:
- Make sure that the information you receive is accurate. Check the information on the resume, including employment dates, job titles, and responsibilities.
- Find out what previous work experience the candidate has. Obtain references who have worked with the candidates in the past in order to gain a better understanding of how they use their skills on the job.
- Assess the candidate’s ability to work with others. Obtain references from candidates’ managers, colleagues, direct reports and clients to learn more about their work relationships.
- Be aware of red flags. It is possible to uncover alarming past behaviors through reference checks. Make an informed hiring decision based on this information.
Questionnaire for employment reference checks
- Can you tell me when and what position [Candidate_name] held at your company?
- What was your relationship with [Candidate_name]?
- What was the reason for the resignation of [Candidate_name]?
- In what capacity did [Candidate_name] perform the majority of his or her duties?
- Would you be able to provide a brief description of one or two group projects that [Candidate_name] was involved in? What was their role and how did they collaborate with their colleagues?
- What was the response of [Candidate_name] to the feedback?
- Please describe two or three of the strengths and weaknesses of [Candidate_name].
- In your opinion, what skills could [Candidate_name] develop further?
- What was the candidate’s response to stressful situations? Examples should be provided.
- How would you describe the management style of [Candidate_name]? Describe a situation in which [Candidate_name] dealt with a conflict among team members.
- Has [Candidate_name’s] performance been affected by any behaviors? A late arrival, a missed deadline, or an argument with a colleague, for example.
- Is it possible for [Candidate_name] to take on a more senior role? Could you please explain your reasoning?
- Would you consider rehiring [Candidate_name] if given the opportunity?
Checking references
- Before extending a job offer to a potential new employee, reference checks should be conducted. In order to be objective in your hiring process, you should ask all candidates who have been shortlisted the same questions regarding their references.
- Ensure that candidates are aware that references will be checked in advance. You may want to include this information in your job advertisement and ask candidates to provide references after the screening process is complete.
- Analyze the information you receive from reference checks in relation to your position. It is not a cause for concern if a candidate lacks a nice-to-have skill that is not among your key requirements. In most cases, however, good communication skills and dependability are important characteristics.
- The questions you ask should be tailored to the relationship the person you are speaking with had with the candidate. An employer may comment specifically on the candidate’s performance at work, while a colleague may comment on the candidate’s ability to work cooperatively.
- In addition to being quick, reference calls provide you with the opportunity to ask follow-up questions and enable you to gain a deeper understanding of your interlocutor through their tone of voice. If, however, your candidate’s former employer or colleague prefers email, then sending your questions via email is a good alternative.
- During a reference check, if you notice any discrepancies, discuss them with the candidate. A candidate’s resume might contain a typographical error that results in an inaccurate employment date.
Background check red flags
- Comments that are negative. It is typical for candidates to provide a list of references who they know will speak highly of them. It is important to take into consideration any negative feedback received from references regarding a candidate’s work performance before making a hiring decision.
- Insufficient specificity. References are likely to provide an overly positive review. It is important to note that these are individuals who the candidate trusts to vouch for him or her during an interview. Ask for specifics if you are being oversold. You may not be able to learn from former employers or colleagues if they are unable to provide evidence to support their claims, or if they are unable to identify any areas of improvement.
- Factual inconsistencies. It may not be necessary to raise a red flag if there are minor errors (e.g., the exact date of employment). Consider it a warning sign if a candidate is lying about more important issues, such as the scope of their responsibilities.
Reference check challenges
- There may be a lack of trust between some individuals and their former coworkers. Ensure them that the call is confidential and explain that this is an opportunity for you to learn more about the candidate.
- It is possible that some employers may hold grudges against employees who have left their company. If their collaboration ended positively, others might exaggerate their skills. Ask for specific examples that demonstrate an employee’s performance and behavior in the workplace in order to reduce bias.
- Lack of time: Former employers and coworkers might not have the time to respond to your inquiries. In order to avoid wasting your time, keep a reference check call to a maximum of 10 to 15 minutes. Alternatively, you may suggest sending an email to coordinate.
There are some questions you cannot ask when checking references
When conducting reference checks, it is important to remain cognizant of employment laws, even if some inquiries appear helpful in determining whether a candidate is an appropriate cultural fit. Don’t ask questions about the following to avoid legal trouble:
- In order to protect your company from potential claims of discrimination, avoid asking applicants questions that may reveal their age, religion, nationality, race, or religious beliefs.
- Data related to health is protected by federal law and prospective employees have a right to privacy. You should avoid asking about a candidate’s disabilities or health issues, even if you are asking if they are capable of performing certain tasks.
- Despite the possibility of making a hiring decision contingent upon a satisfactory credit score, it is inappropriate to ask about finances or credit history during a reference check. An objective source of information such as a credit report should be used to determine whether credit history is relevant to the position.
