How to Conduct Effective Reference Checks

Every hiring manager should make time for reference checks, especially for leadership roles or those heavily requiring soft skills.

While interviews offer insights into a candidate’s background and skill, they only provide one side of the story. Reference checks provide an external perspective, allowing you to make more informed hiring decisions. I recommend asking candidates for references and also seeking out objective references they may not directly provide.

Before diving into questions, do some quick research on each reference’s relationship with the candidate, how long they worked together, and their professional connection. This allows you to focus the conversation more productively. Schedule at least 30 minutes to ensure plenty of time to ask questions and fully hear what the reference has to share.

Top 5 Reference Check Questions

1. Why do you think the candidate chose to leave your company?
   This question offers valuable insight into the candidate’s motivations and career aspirations. It can also provide the other side of the story if the exit from the previous company was at all contentious. I prefer to work with people who do their best to leave places in good condition and not burn bridges.

2. Is this person one of the top 5 people you’ve ever worked with? Why?
   Ranking forces specificity and offers a clearer sense of how this candidate measures up. I find this more insightful than simply asking if they’d work with the person again, as it provides a more direct assessment. If a candidate provides a reference that does not absolutely put them in their top 5 that is a red flag.

3. What’s one area this person improved in while working with you?
   I put a lot of weight on a candidate’s ability to grow and adapt. This question can reveal how quickly they enhance their value on a team. It’s often helpful to follow up by exploring the process they undertook to improve and how much help the team or company provided.

4. Can you give an example of a time they made a difficult decision or tackled a tough problem?
   This question is essential for assessing resilience and problem-solving. It’s important to hear about specific challenges the candidate handled, which reveals their grit and determination. I really look for an example of the candidate doing a hard thing that helped the team or company succeed.

5. What was the best thing about working with them? And the most challenging?
   Unlike traditional strengths and weaknesses questions, this phrasing highlights the candidate’s impact as a teammate. It can reveal aspects of their work style, personality, and how they interact and communicate with others. I love to hear that a candidate is a joy to work with because of their positive attitude, which often has nothing to do with their skill in the role.

BONUS: What did you learn from them, and what did they learn from you?
I love this question because it often brings out unexpected answers. It reveals the candidate’s openness to feedback and their potential for growth. I want to work with people that are coachable and love to learn, but also enjoy teaching others.

Final Thoughts

While connecting with multiple references can be time-consuming, it’s almost always worth it. If you’re undecided on a hire or choosing between multiple strong candidates, extra reference checks can provide the clarity you need. Asking similar questions across multiple references and candidates will help you gather a broad set of insights to make the best decision.