15 Reference Check Questions To Ask About Your Next Hire
The Art of the Reference Check
Let’s be honest: reference checks are the HR equivalent of a background check on a first date. You think you know who you’re dealing with—until you call their ex-boss and hear, “Oh, you hired them? Good luck.”
A solid reference check isn’t just about ticking boxes. It’s about peeling back the resume veneer to see if your star candidate is truly a team player, a hard worker, or a ticking time bomb.
But what should you ask? And—just as important—what shouldn’t you ask?
Here’s your no-BS guide to 15 reference check questions that actually work, plus red flags, legal dos and don’ts, and how to read between the lines.
Why Reference Checks Matter (More Than You Think)
Before we dive into the questions, let’s address the elephant in the room: Are reference checks even useful?
Short answer: Yes, if done right.
62% of employers catch lies on resumes during reference checks (LinkedIn Talent Solutions).
A bad hire can cost up to 30% of the employee’s first-year earnings (U.S. Department of Labor).
But here’s the catch: Most reference checks are superficial. A generic “Would you rehire them?” won’t cut it. You need strategic, probing questions that reveal:
✅ Work ethic
✅ Cultural fit
✅ Potential red flags
15 Must-Ask Reference Check Questions
1. “What was your professional relationship with the candidate?”
Why it matters: Confirms the reference’s credibility. A former direct supervisor > a random coworker.
2. “Can you confirm their job title, responsibilities, and employment dates?”
Why it matters: Catches resume inflation. (“Wait, they weren’t a ‘Senior Manager’—they were an intern.”)
3. “How would you describe their work style?”
Listen for: Collaboration vs. lone wolf tendencies, adaptability, problem-solving.
4. “What were their biggest strengths?”
Pro tip: Compare answers across references. If everyone says “punctual” but nothing else? Suspicious.
5. “What areas did they need to improve?”
Red flag: Vague answers (“Uh, nothing major…”) or overly harsh critiques.
6. “How did they handle stress or tight deadlines?”
Why it matters: Reveals resilience—or meltdown potential.
7. “Did they work better independently or on a team?”
Key for: Roles requiring heavy collaboration (or solo deep work).
8. “Can you share an example of a major contribution they made?”
Listen for: Specifics. “They streamlined our invoicing process, saving 10 hours/week” > “They were great!”
9. “Would you rehire them? Why or why not?”
The golden question. Hesitation = 🚩.
10. “How did they handle feedback or criticism?”
Why it matters: Defensiveness = future HR headache.
11. “What motivates them?”
Money? Recognition? Growth? Helps tailor retention strategies.
12. “How did they interact with clients or stakeholders?”
Crucial for: Customer-facing roles.
13. “Were there any attendance or reliability issues?”
Probe gently: “Did they meet expectations for punctuality?”
14. “Why did they leave?”
Compare with the candidate’s story. Mismatches = 🚩.
15. “Is there anything else I should know?”
The silence after this question? Priceless. Often unearths unscripted truths.
Extended Reference Check Answer Comparison Table
| Question | Weak Answer | Why It’s Weak | Strong Answer | Why It’s Strong |
|---|---|---|---|---|
| “What were their strengths?” | “They were reliable.” | Too vague; doesn’t differentiate the candidate from others. | “They redesigned our client onboarding process, cutting setup time by 30%.” | Specific, quantifiable, and tied to business impact. |
| “Any areas for improvement?” | “None! They were perfect.” | Unrealistic; suggests the reference is withholding or indifferent. | “Early on, they needed guidance prioritizing tasks but improved with mentorship.” | Balanced, shows growth, and feels honest. |
| “How did they handle stress?” | “Fine, I guess.” | Lack of detail implies avoidance or poor performance under pressure. | “During a system outage, they led the team to a workaround with zero client delays.” | Demonstrates problem-solving and composure. |
| “Would you rehire them?” | “Sure… if needed.” | Hesitation or lukewarm tone signals unresolved issues. | “Absolutely—we’ve already tried to recruit them back twice.” | Enthusiastic endorsement with evidence. |
| “How do they accept feedback?” | “They were okay with it.” | Ambiguous; could mean anything from receptive to defensive. | “They actively requested feedback and implemented changes within days.” | Shows humility, adaptability, and initiative. |
| “Why did they leave?” | “It was time for a change.” | Generic; may hide conflicts or performance issues. | “They wanted a role with more leadership opportunities, which we couldn’t offer.” | Clear, reasonable, and aligns (or conflicts) with the candidate’s story. |
| “Describe their work ethic.” | “They got the job done.” | Minimal effort implied; no standout qualities. | “They consistently stayed late to mentor interns, even when swamped.” | Highlights dedication and team spirit beyond basics. |
| “How did they interact with clients?” | “No complaints.” | Bare minimum; could mask poor rapport or conflicts. | “Clients repeatedly requested them by name for high-stakes projects.” | Proves relationship-building skills and trustworthiness. |
| “Tell me about a major contribution.” | “They helped with a few projects.” | Passive language downplays impact. | “They identified a billing error that saved the company $50K annually.” | Concrete, measurable, and shows proactive problem-solving. |
| “How did they handle deadlines?” | “Usually on time.” | “Usually” implies exceptions without explanation. | “They reprioritized their workload to meet an accelerated launch deadline.” | Shows adaptability and commitment to results. |
Key Takeaways from the Table:
Specificity wins. Strong answers include details, metrics, and anecdotes—weak ones are vague or noncommittal.
Balance matters. Ideal critiques acknowledge growth (“They struggled with X but improved by doing Y”).
Enthusiasm = credibility. Rehire endorsements should sound genuine, not scripted.
What NOT to Ask in a Reference Check
The legal landmines:
❌ “Did they take a lot of sick leave?” (Medical privacy violation)
❌ “How old are they?” (Age discrimination)
❌ “Were they ever pregnant?” (Big no-no)
Stick to job-related questions only (Iowa State University Policy).
When to Dig Deeper
If you hear:
“I can’t recall…” → Ask for examples.
“They were fine.” → Probe: “What made them ‘fine’ vs. great?”
Pauses or sighs → Follow up: “It sounds like there’s more to the story.”
(Link to GoodHire’s guide for scripting tough follow-ups.)
How to Spot a Bad Reference
A “bad” reference isn’t just negativity—it’s vagueness, hesitation, or scripted praise. Watch for:
Overly generic answers (“Fine, I guess.”)
Short calls (Under 5 minutes = they’re hiding something)
Refusal to answer (“I can only confirm employment dates.”)
Pro Tips for Effective Reference Checks
Ask for multiple references (2–3 minimum).
Dig for specifics—“Tell me about a time…” > “Were they good?”
Cross-check answers with the candidate’s interview claims.
Use a structured template (Patriot Software).
Final Verdict: Trust, But Verify
Reference checks are your last line of defense against bad hires. Ask the right questions, dodge legal pitfalls, and listen for what’s not said.
