A detailed résumé screening and interview process help recruiters narrow down the best candidates for the role, but if you want to determine if they’ll be a good culture fit for your organization, you need to ask the right reference check questions. Besides, there’s good reason for employers to look beyond a polished application: Monster’s 2026 Credibility Gap Report found that 13% of their surveyed US jobseekers admitted to including false or misleading information on their résumés.
For HR teams, thoughtful reference questions can help verify a candidate's qualifications. They also help to get a clearer picture of every shortlisted candidate’s potential, which is key to finding out who the perfect person for the job is.
In this article, we’ll discuss the areas you should dive into when talking to your candidates’ character references, how to get the best answers, and what’s not acceptable to ask.
TABLE OF CONTENTS
What is a reference check?
A reference check is a process used by employers to verify information about candidates. Recruiters do this by contacting people the candidate has worked with, such as former employers, team leaders, or professional colleagues.
During a reference check, an employer may ask questions about the applicant’s skills, experience, qualifications, work experience, character, and performance. Validation questions confirming job titles, employment dates, and responsibilities will also be asked.
Reference checks are a vital part of the recruitment process because they help employers make informed decisions and determine if they’re the right candidate for the role. They can also confirm whether information provided during the interview process is accurate.
Generally, reference checks are performed with the applicant’s permission and should be handled with confidentiality and care.
25 reference check questions to ask
1. How long did the candidate work for your company?
Start your reference check questions by confirming how long the candidate worked for the company, so you can cross-reference it with their résumé. This confirmation is a good indicator of the applicant’s honesty. Rounding experience up or down isn’t generally a cause for concern, but a significant difference may signal dishonesty or that the applicant has something to hide.
2. How would you describe the candidate's overall performance in their role?
This softball question gives the reference the chance to validate the candidate’s claims made during the interview. It also shows whether they’re the kind of person to go above and beyond their job duties or simply sit there and cruise through the job.
3. How would you rate the candidate’s leadership skills?
This question helps you assess the candidate’s skills and whether they’d be a good leader within the company. Even if they aren’t applying for a leadership role, it’s important for an employee to possess leadership skills and have the ability to take control of a project.
4. If you could hire this candidate again, would you? Why or why not?
This gives a good indication of whether the employee parted on good terms with the company, whether they provided value to the team, and whether they’ll be a good match for the role. If the reference hesitates or provides an indifferent response, ask follow-up questions to help clarify their feedback and give you a better understanding.
5. What was one of this candidate’s biggest accomplishments while you worked together?
This question gives a good insight into the candidate’s strengths and where they can add value to the department. It shows if they have overcome challenges and displayed unique skills. If the reference struggles to reply, it may be a sign that the employee is content with taking a background seat within the team and doesn’t go above and beyond.
6. What was it like to work with this candidate?
This is a great question to assess the candidate's reliability, trustworthiness, and their approach to tackling tasks within the workplace. It can show if they’re a good team player, a great leader, and will help you assess if they’d fit into the current team.
7. What are their greatest weaknesses?
The answer to this question will help you form a reasonable impression. You’ll be able to see if the answers line up with the candidate’s self-assessment, and it will also give you an idea about how self-aware they are.
8. What’s the candidate’s greatest strength?
This is a good way to cross-reference what the candidate has said about themselves compared to a third-party opinion. By asking this question, you can estimate the level of the skills the candidate is most likely to display.
9. Why did the candidate leave your company?
Asking why a candidate left their job is one of the most valuable questions to ask a reference. You can find out whether they were fired, went looking for new opportunities, or decided to change careers. It also validates what the candidate said during the hiring process.
10. How did the candidate handle challenges?
The answer to this question reveals how well the candidate works under pressure. If you work in a fast-paced environment, it’s essential that the candidate can meet tight deadlines and stay resilient under pressure.
11. Can you tell me something about this candidate that might not be listed on their résumé?
Open-ended questions like this give the reference a chance to expand on the candidate’s skills and traits. They may describe a time when the candidate showed commitment to achieving a specific target.
12. Is there anyone else you’d recommend I speak to?
If you aren’t getting any valuable answers, consider asking if there’s someone better to speak to. The current reference may not have worked directly or long enough with the candidate. So, it’s worth asking this question to see if anyone else can offer better insights.
13. How would you rate the candidate's communication skills?
Soft skills are just as important as hard skills in the workplace, and being able to communicate effectively is key. This question will help you determine whether the candidate has the communication skills needed for the role.
14. In your experience, does the candidate work better alone or as part of a team?
If you need someone who is a good team player, then the answer to this question might help you decide if the person is a good fit for the role and your organization. Some people work much better on their own, but don’t cooperate well with others, so it’s essential to find this out beforehand.
15. Did the candidate receive any promotions while they were at your company?
If the candidate was promoted during their tenure, then it generally bolsters their candidacy. If not, make sure you understand why they didn’t receive a promotion, especially if they were there for a long time. This may indicate that they’re missing some vital skills.
16. Would you recommend the candidate for another position?
This million-dollar question reveals whether they would endorse the candidate’s skills and experience and valued them during their time as their employee. If you notice a hesitant response, it might indicate a difference of opinion.
17. Are there any areas of improvement for the candidate?
The answer to this question may tell you if the candidate is coachable or not. They don’t necessarily have to be perfect, as everyone has room for growth. But then again, this answer will indicate whether there are significant areas for improvement and if they’re willing to work on them.
18. During their time at the company, did you notice any behavior that affected their performance?
A hesitant response to this question may indicate that there was conflict. You don’t want to hire someone who may cause trouble within the team or cross departments.
19. How did the candidate respond to feedback?
Some people don’t respond well to constructive feedback; they take it as a personal attack on their character. A good candidate should be able to take feedback on board and adapt accordingly.
20. How timely and reliable were they when completing assignments and meeting critical deadlines?
This is such an important question that some recruiters forget to ask. However, meeting deadlines is crucial in a fast-paced environment. Be sure to ask it to find out if the candidate can work well under pressure.
21. How well do they manage stress or high-pressure situations?
Being able to work under stressful conditions is essential in most job roles. So, if you’re hiring for a role in a fast-paced and demanding environment, be sure to ask this question to see if they can handle the work environment.
22. Did they have any attendance issues?
Poor attendance indicates a sloppy employee. If they turned up late and called in sick every couple of weeks, it’s a huge red flag and something you should consider if you’re planning to hire the candidate.
23. In what areas do you believe the candidate could benefit from additional development or training?
The answer to this question can help you discover whether the employee can learn, grow, and adapt to fit your team. Plus, it will highlight training options that you can offer if you decide to give them the job.
24. Do you believe the candidate can take on the role we spoke about?
If they provide a positive answer, you have more reason to believe they can be a great fit for the role. If they’re hesitant to answer, then they may be thinking that the role is above the candidate’s capabilities.
25. Is there anything else I should know about the candidate?
This open-ended question gives the reference a chance to offer additional information beyond what the included questions cover. An overall positive answer means that they hold the candidate in high regard. Whereas a more neutral response could mean that they have certain reservations.
How to get better answers from references
To get more honest answers from references, you should be mindful of the way you structure your questions. Don’t ask questions that just provide a yes or no answer, and instead ask open-ended questions that allow the conversation to flow freely.
You should also probe for specific stories, feedback, or examples. Your job is to set the stage and create a comfortable environment where the conversation can flow freely. Give them the license to be honest and pay close attention to tone shifts. In some states, references aren’t legally allowed to give negative feedback, so a shift in their tone could be your only clue that something may be off.
What not to ask during a reference check
During a reference check, do not ask about:
- Race, gender, age, religion, or sexual orientation.
- Family or marital status.
- Health and disabilities, including past sick leave or medication use.
- Salary history: this can violate equal pay laws.
- Personal beliefs or union activity, including political affiliations.
- Direct criminal history inquiries.
Reference check template
When conducting your reference check, you can update and adapt the following template with the questions that you’d like to ask.
Candidate Name: [Insert candidate’s full name]
Referee Name & Job Title: [Insert name and position]
Company: [Insert company name]
Relationship to Candidate: [e.g., Line Manager, Supervisor, Colleague]
Employment Period: [Insert dates]
-
Can you confirm the candidate’s role and main responsibilities?
[Provide details of their position, duties, and key contributions.] -
How would you describe the candidate’s performance?
[Comment on their skills, productivity, quality of work, and ability to meet expectations.] -
How would you describe their communication and teamwork?
[Outline their ability to collaborate, communicate effectively, and build professional relationships.] -
What are their key strengths and areas for development?
[Highlight notable strengths and any opportunities for improvement.] -
How reliable and professional were they?
[Comment on punctuality, attendance, accountability, and attitude.] -
Why did the candidate leave the organisation?
[Provide the reason for leaving, if known.] -
Would you rehire or recommend this candidate? Why?
[Provide your overall assessment and recommendation.]
Additional Comments:
[Include any relevant information not covered above.]
Referee Contact Details: [Insert email or phone number]
Date of Reference Check: [Insert date]
FAQs
Why is it important to ask the right employer reference check questions?
Asking appropriate questions during a reference check can help you obtain additional details that aren’t always discussed during the hiring process. It can also add an extra layer of validation to what the candidate has already told you. Plus, insights from a manager or supervisor provide a broader understanding of the candidate’s impact within the workplace.
Are there questions employers should avoid during a reference check?
Avoid asking questions that could reveal protected information, such as details about age, marital status, religion, health conditions, or anything else unrelated to workplace performance. Focus on job-related skills, behaviors, and achievements.
Should employers ask reference check questions by phone or email?
Ideally, you should conduct reference checks by phone to have a proper conversation that provides useful cues like tone, pace, pitch, and hesitation. However, many recruiters these days also use email and video calls, as they’re more convenient for those who may be in other time zones, which is commonly the case for recruiters hiring for remote positions.
How many references should employers contact?
Most employers contact two or three references to obtain sufficient information to verify the details gathered during the interview and recruitment process.
Final thoughts
Checking references is a valuable aspect of the hiring process. Even a short conversation can reveal a lot of useful information that can make or break a candidate’s potential. But while you may want to tailor some questions for each applicant’s specific qualifications, try to include a similar range of queries to avoid bias for or against a particular candidate.
This article is a complete update of an earlier version originally published in November 2019.