The reference check serves as the final stage in vetting a job candidate, moving beyond the curated narrative of a resume and the structured environment of an interview. This process offers a direct opportunity to verify claims and gather behavioral insights that predict future success within an organization. Engaging with former supervisors or colleagues allows hiring managers to uncover real-world examples of a candidate’s work ethic and adaptability. A well-executed reference conversation transforms abstract qualifications into concrete examples of past performance and professional conduct.
Preparation and Setting the Stage
Before initiating the call, the hiring manager should have the candidate’s resume, the target job description, and a structured set of questions prepared. The first step involves verifying the reference’s identity and confirming the exact nature of their professional relationship with the candidate (e.g., direct supervisor or peer). Confirming the dates of employment and the candidate’s specific job title helps ensure the feedback is relevant to the period in question.
Setting a relaxed, conversational tone is important for encouraging the reference to provide candid and detailed feedback. Briefly acknowledge legal limitations by confirming the conversation will stick strictly to job-related performance and conduct. Reviewing the core responsibilities of the open role allows the interviewer to contextualize the reference’s past experiences and direct the discussion toward specific, relevant skills.
Questions Focused on Performance and Accomplishments
Focusing on performance requires verifying the factual claims and quantifiable results presented by the candidate throughout the hiring process. Begin by asking the reference to confirm the candidate’s primary responsibilities and the scale of their impact within the organization. This provides a baseline understanding of the role’s scope and the candidate’s seniority within their former team.
The most effective questions utilize the Situation, Task, Action, Result (STAR) framework to elicit detailed, non-generic responses. Ask the reference to describe a major project the candidate led and the specific measurable results delivered upon completion. Inquire about a time the candidate faced a significant deadline or high-pressure situation, focusing on the actions they took to ensure the project’s success.
Questions Focused on Competencies and Teamwork
Understanding a candidate’s competencies and teamwork dynamics requires probing their soft skills and interpersonal effectiveness within a group setting. A primary focus should be on how the candidate managed professional disagreements or conflicts with colleagues or superiors. Ask the reference to describe a specific time the candidate disagreed with a directive or a team member, detailing the steps they took to resolve the situation constructively.
Evaluating collaboration effectiveness involves asking about the candidate’s communication style and their ability to integrate feedback from multiple stakeholders. Inquire how the candidate adapted their communication when working with technical versus non-technical teams, or how readily they accepted direction from management. Problem-solving skills can be assessed by asking the reference to describe a complex problem the team faced and the candidate’s distinct contribution to developing the solution.
Questions Focused on Culture Fit and Areas for Growth
Assessing culture fit involves understanding the environment in which the candidate is most likely to thrive and maintain high productivity. Ask the reference to describe the specific work setting, pace, and management style that best suited the candidate’s personal work ethic and motivation. Also, ask how the candidate responded when goals or priorities shifted without detailed guidance, assessing their comfort level with ambiguity.
Inquiring about areas for growth provides a balanced perspective and helps the hiring company plan for future development. Ask the reference to name a specific skill or area of knowledge they wished the candidate had developed further during their tenure. This approach focuses on future potential rather than past deficiencies, offering insight into the candidate’s learning speed and capacity for professional evolution.
Questions to Understand Leadership and Management Style
When the role involves management or project leadership, the conversation must shift to assessing the candidate’s approach to leading others. Inquire about their philosophy on delegation, asking the reference how the candidate determined which tasks to assign and how much autonomy they granted. Their approach to mentorship can be gauged by asking about their success in developing direct reports and preparing them for advancement.
To assess accountability, ask how the candidate delivered difficult or corrective feedback to their team members. The reference should provide specific examples of how the candidate motivated their team during challenging periods or high-stakes projects.
Identifying Potential Red Flags and Closing Formalities
The final stage of the reference check requires asking direct questions to identify any potential issues that may not have been disclosed. While respecting legal guidelines, confirm the candidate’s reason for departure from the previous role, as this context can be revealing. The single most important closing question to ask is whether the reference would hire the candidate again for a similar position.
A non-committal or hesitant answer to the rehire question, such as “I don’t know” or a long pause, should be interpreted as a potential red flag requiring further internal discussion. Conclude by asking the reference if there is any other information the hiring company should know about the candidate’s performance or conduct.