Selecting the best applicant is essential to guaranteeing training, work history, and cultural fit. Reference checks provide information on character, work ethic, and performance. Aniday will go over “what to ask when checking references?”, appropriate times and reasons to check references, practical techniques, and important questions in this tutorial.

What is a Reference Check?

A reference check is getting in touch with people who have dealt with a candidate in the past, such as clients, coworkers, or supervisors, in order to determine the prospect’s eligibility and professional background. A series of inquiries are typically included to learn more about the candidate’s background in work, abilities, and conduct in previous positions.

1. When Should You Do a Reference Check?

When an employer wants to learn more about an applicant before extending an offer, they run a reference check. It entails speaking with coworkers and managers, both current and past, and may also include work examples, recommendation letters, skill verification, and verification of educational background.

2. Why Should You Conduct a Reference Check?

Reference checks have a number of significant advantages for your employment procedure.

Verification: Reference checks aid in confirming the veracity of the data a candidate provides during an interview and on their résumé, including job titles, dates of employment, and primary duties.

Evaluation of Performance: References might offer information about a candidate’s prior performance, including areas of strength and need for development.

Cultural Fit: You can learn more about the candidate’s compatibility with the work culture and environment of your company.

Red Flags: Reference checks have the ability to reveal any concerns about unethical activity, possible conflicts of interest, or behavioral problems.

Legal Protection: By checking references, you may keep your company out of trouble by not hiring people who have a track record of wrongdoing or unethical behavior.

3. How Do You Conduct a Reference Check?

Using an organized strategy is necessary to do an efficient reference check. The following is a step-by-step approach for performing reference checks:

Step 1: Request Permission

Get the candidate’s permission, either verbally or in writing, before contacting their references. This is required by law in many locations, as well as being a professional courtesy.

Step 2: Gather Reference Information

Obtain the references’ contact details for the candidate. Make sure you have the right names, contact information (phone and email addresses), and the specifics of the reference’s relationship (e.g., client, coworker, or former supervisor) with the candidate.

Step 3: Contact References

Make arrangements with the references by phone or email to arrange a convenient time for the reference check. Indicate the goal of the call and how long it should take in clear terms.

Step 4: Prepare Your Questions

Make a list of open-ended inquiries to assist you in learning pertinent details about the applicant. Later in this book, we’ll offer a list of the top 20 reference check queries.

Step 5: Conduct the Reference Check

Make sure you ask the planned questions and take thorough notes throughout the reference check. Take note of the reference’s tone; it can provide important context beyond the uttered words.

Step 6: Assess the Feedback

Review the data you’ve obtained after doing the reference checks and use it to guide your hiring choice. Examine the comments provided by several references to get a comprehensive picture of the applicant.

Let’s get started with the top 20 reference check questions, which will enable you to perform an in-depth and perceptive reference check.

20 Best Reference Check Questions

Can you verify the candidate’s work history, including the roles they performed, the dates they worked there, and their job titles?

What were the primary duties and responsibilities of the candidate in their prior role?

How did the applicant fare in their position? What were their main successes and areas for development?

Could you sum up the candidate’s punctuality and work ethic?

How did the applicant communicate with superiors and coworkers? Did they settle issues professionally, communicate well, and function well as a team?

Did the applicant show a great ability to solve problems and make decisions? Are you able to give particular examples?

In what ways did the applicant manage difficulties and high-stress environments in their prior position?

Were there any times where the candidate exceeded expectations or showed extraordinary dedication in their work?

Could you remark on the candidate’s degree of professionalism in terms of their dress code, mannerisms, and adherence to corporate guidelines?

Was the candidate able to work freely and with initiative, or did they need a lot of supervision?

Regarding the candidate’s technical or position-specific abilities and qualifications, how would you rank them?

Did the applicant routinely provide high-quality work and meet deadlines?

What led to the candidate’s exit from your company, and if given the chance, would you recruit them again?

Could you mention any potential areas for professional growth or improvement for the candidate?

Did the candidate fit in well with the culture and values of the company?

How did the applicant respond to criticism and suggestions?

Could you talk about the candidate’s interpersonal abilities, particularly their capacity to form bonds with consumers or clients?

During the candidate’s employment with your company, were there ever any situations where ethical or integrity-related concerns were raised?

Could you give an overview of any significant initiatives or projects the candidate worked on, along with their contributions to their success?

Regarding the candidate’s possible position with our company, is there anything further you think we should know about them?