12 Essential Reference Check Questions to Ask (With Expert Tips)
Picture this: You’ve found what seems like the perfect candidate for your open position. Their resume sparkles, they aced the interviews, and their portfolio is impressive. But before you make that final decision, there’s one crucial step left – the reference check. As someone who’s been on both sides of this process more times than I can count, I can tell you that asking the right questions during a reference check can be the difference between making a great hire and facing a costly mistake.

Why Reference Checks Matter More Than Ever
Let’s be honest – in today’s fast-paced job market, it might be tempting to skip reference checks altogether. But here’s a surprising statistic: according to the Society for Human Resource Management (SHRM), a thorough reference check can reduce the risk of a bad hire by up to 85%.
As a hiring manager, I’ve learned that reference checks are like having a conversation with someone who’s already seen the movie you’re about to watch – they can give you invaluable insights without spoiling the ending.

The 12 Must-Ask Reference Check Questions
1. The Relationship Foundation
“Can you describe your working relationship with [candidate’s name] and how long you worked together?”
This question sets the stage for everything that follows. It helps you understand the context and depth of the reference’s experience with your candidate. I once discovered through this question that a reference had only worked with the candidate for three weeks – definitely not the comprehensive insight we were looking for!
2. Role Verification
“What was [candidate’s name]’s role in your organization, and what were their main responsibilities?”
This question serves two crucial purposes: verifying the candidate’s honesty about their previous position and understanding the scope of their experience. According to BambooHR’s research, up to 40% of candidates exaggerate their job responsibilities on resumes.
3. Performance Assessment
“How would you rate [candidate’s name]’s performance in their role on a scale of 1-10? Can you provide specific examples to support your rating?”
I love this question because it forces references to be specific rather than falling back on generic praise. The examples they provide can give you concrete insights into how the candidate might perform in your organization.
4. Team Dynamics
“How did [candidate’s name] interact with team members, including peers, supervisors, and subordinates if applicable?”
This question helps you assess cultural fit and interpersonal skills. Remember, technical skills can be taught, but cultural fit is much harder to change.
5. Growth and Development
“How did [candidate’s name] grow during their time with your organization?”
This reveals the candidate’s ability to learn and adapt – crucial traits in today’s rapidly changing workplace. It also gives you insight into their ambition and drive for self-improvement.
6. Strengths Spotlight
“What were [candidate’s name]’s three greatest strengths in their role?”
Pay attention not just to what strengths are mentioned, but how quickly and confidently the reference can identify them. Genuine strengths tend to be readily apparent to former supervisors.
7. Areas for Improvement
“What areas did [candidate’s name] need the most support or development in?”
This is where many reference checks get interesting. Listen carefully for how the reference frames these challenges and whether they mention how the candidate worked to address them.
8. Project Management
“Can you describe a significant project [candidate’s name] handled? How did they approach it?”
This question helps you understand the candidate’s practical skills, problem-solving abilities, and project management style. I’ve found it particularly revealing for roles requiring independence and initiative.
9. Reliability Assessment
“How would you describe [candidate’s name]’s reliability and punctuality?”
While it might seem basic, reliability is a fundamental trait that affects team dynamics and productivity. According to Indeed’s hiring research, reliability is one of the top predictors of long-term success in a role.
10. Pressure Response
“How does [candidate’s name] handle pressure or tight deadlines?”
In today’s fast-paced work environment, this question can reveal crucial information about a candidate’s stress management and adaptability.
11. Innovation and Initiative
“Can you share an example of when [candidate’s name] showed initiative or innovative thinking?”
This question helps identify candidates who go beyond their job description and contribute to organizational growth.
12. The Rehire Question
“Would you hire [candidate’s name] again if given the opportunity? Why or why not?”
This might be the most revealing question of all. Pay attention not just to the yes or no, but to the enthusiasm (or lack thereof) in the response.
Best Practices for Conducting Reference Checks
Timing Is Everything
Don’t wait until the last minute to conduct reference checks. I recommend starting the process as soon as you’ve identified your top candidates. This gives you time to schedule calls with multiple references and follow up if needed.
Document Everything
Keep detailed notes during your reference conversations. You might be surprised how often you’ll want to refer back to specific comments or examples.
Listen Between the Lines
Sometimes what isn’t said is as important as what is. Pay attention to tone, hesitations, and enthusiasm levels when references respond to your questions.
Legal Considerations
Remember to stick to job-related questions and avoid anything that could be considered discriminatory. This includes questions about:
- Age
- Race or ethnicity
- Religion
- Family status
- Medical history
- Political views

Red Flags to Watch For
1. Evasive Responses
If a reference consistently gives vague or non-committal answers, it might be a sign they’re trying to avoid saying something negative.
2. Inconsistencies
Watch for discrepancies between what different references say about the same candidate. While some variation is normal, significant inconsistencies warrant further investigation.
3. Limited Information
If a reference can’t provide specific examples or seems to have limited knowledge of the candidate’s work, you might need to seek additional references.
Making the Most of Your Reference Checks
Create a Structured Process
Use a consistent set of questions for all candidates, but be ready to ask follow-up questions based on the responses you receive.
Take Notes and Compare
When checking multiple references for the same candidate, compare responses to identify patterns and consistencies (or lack thereof).
Trust Your Instincts
If something feels off during a reference check, it probably is. Don’t be afraid to ask clarifying questions or seek additional references.

Conclusion
Reference checks are more than just a box to tick in the hiring process – they’re your chance to peek behind the curtain and see how a candidate really performs in the workplace. By asking these 12 essential questions and following best practices, you’ll be better equipped to make informed hiring decisions that benefit both your team and your organization.
Remember, the goal isn’t to find a perfect candidate (they don’t exist), but to find someone whose strengths align with your needs and whose areas for growth you can support.