Reference Check Survey
Hire Smarter with Confidence
Hiring the wrong person wastes time and drains resources. Reference Surveys uncover how a candidate performed in previous roles – what they did well, what they struggled with, and how they interacted with others. This insight adds a layer of evidence to inform your hiring decision.
Adding Reference Surveys to your hiring process ensures decisions are based on more than resumes and interviews. By asking targeted questions, employers gain a clearer picture of a candidate’s work style, reliability, and ability to collaborate. This insight reduces uncertainty and increases confidence in selecting the right person for the role.
Here are effective reference check questions employers can ask a candidate’s former managers, peers, direct reports, and personal contacts to understand how they worked, collaborated, and contributed in previous roles.
Sample Reference Check Questions for Peer Co-Workers
- What is your relationship with the candidate?
- Can you verify the candidate’s employment and job title?
- Can you describe the candidate’s job responsibilities?
- Did the candidate miss a lot of work? Was he/she frequently late?
- Did he/she get along with management and co-workers?
- Would you describe the candidate as being a team player, or do they prefer to work independently?
- How did the candidate support/collaborate with co-workers?
- Was the candidate promoted within the company?
- Did the candidate ever supervise other employees? How effectively?
- Do you think the candidate a good fit for our current role of [insert role]?
- What are the candidate’s biggest strengths and areas for improvement?
- What is it like to work with the candidate?
- What advice can you provide to work with the candidate successfully?
- How did the candidate handle stress/conflict/pressure?
- Was the candidate ever promoted during his time at the company?
- Would you recommend the candidate?
- How would you describe the candidates listening and communication skills?
- What else should I know about the candidate that I didn’t ask?
Sample Reference Check Question for Manager of the Candidate
- What is your relationship with the candidate?
- Can you verify the candidate’s employment and job title?
- Why did the candidate leave the job?
- Can you describe the candidate’s job responsibilities?
- Did the candidate miss a lot of work? Was he/she frequently late?
- What was the candidate’s most significant accomplishment while working for your company?
- Did you evaluate the candidate’s performance? What did you note as needing improvement during performance reviews?
- Did the candidate ever supervise other employees? How effectively?
- What makes the candidate a good fit for our current role of [insert role]?
- What are the candidate’s biggest strengths and areas for improvement?
- Did the candidate ever supervise other employees? How effectively?
- Would you rehire the candidate if the opportunity arose?
- What type of environment do you think the candidate would thrive in (describe culture, team, management, autonomy)?
- What skills would you have liked to see the candidate develop to reach their full potential?
Sample Reference Check Questions to Ask Subordinates
- What is your relationship with the candidate?
- How would you describe the candidate’s management style?
- Did he /she effectively communicate your responsibilities?
- How did the candidate handle stress/conflict/pressure?
- How would you describe the candidate’s communication/listening skills?
- Would you work for the candidate again?
- What qualities about the candidate make him/her a great leader? Are there any qualities that don’t?
Sample Reference Question Templates to ask Personal References
- What is your relationship with the candidate?
- Have you ever worked with the candidate on a professional capacity?
- What are some of his/her traits that you believe will make them a strong hire?
- In your experience with the candidate, how does he/she handle stress? Conflict? Pressure?
- Would you trust the candidate with large sums of money, children, or sensitive information? Why or why not?
- How does the candidate interact with others?
- If you were the hiring manager, would you hire the candidate?
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