Employment Reference Check Questions

Introduction

Candidates project a favorable image in their resumes and interviews. The references of a candidate might provide more objective information about their work. Consider obtaining references from past employees, coworkers, and business partners prior to extending a job offer (e.g., clients.)

Perform reference checks to:

• Ensure that you are receiving the correct information. Confirm resume facts, like employment dates, jobs, job titles, and responsibilities.
• Determine a candidate's prior employment experience. Learn how candidates utilize their abilities on the job directly from previous employers with whom they have worked.
• Determine how candidates interact with others. Use reference checks to determine how candidates interact with their bosses, coworkers, direct reports, and clients.
• Spot red flags. Reference checks can shed light on concerning past conduct. Utilize this data to make an informed hiring decision.

Employment reference check questions

• When did [Candidate] work for your organization, and what was their job title?
• In what capacity did you know [Candidate] or work with them?
• Why did [Candidate name] depart from your organization?
• What was [Candidate name] mostly responsible for?
• Could you describe one or two group projects in which [Candidate name] participated? What was their function, and how did they collaborate with coworkers?
• How did [Candidate name] react to criticism?

List two or three of the candidate's strengths and flaws.

• What skills do you believe [Candidate name] could develop further?
• How did [Candidate name] respond to tense situations? 
• What was [Candidate name approach]'s to management? Describe a moment when [Candidate name] managed a team member conflict.
• Were there any behaviors that had an effect on [Candidate's] job performance? (such as being late, missing deadlines, or clashing with coworkers) Do you believe [Candidate name] is capable of assuming a more senior position? What is the rationale, or why not?

How to perform a reference check

• Before extending a job offer to a possible new hire, conduct reference checks throughout the final hiring stage. To make your hiring process more objective, ask the same questions about each candidate's references.
• Inform candidates that references will be checked in advance. You can indicate this in your job posting and request references from candidates following the screening phase.
• Evaluate the information obtained from reference checks in light of your position. You should not be surprised if a candidate lacks a skill that is not one of your essential needs. However, solid communication skills and dependability are essential qualifications for the majority of roles.
• Adapt your questions to the relationship between the interviewer and the candidate. For instance, a former employer may comment on the candidate's job performance, while a former colleague may comment on the candidate's collaboration skills.
• A reference call is brief, allowing you to ask follow-up questions, and enabling you to better comprehend your interlocutor's tone of voice. However, sending your queries by email is a viable alternative if your candidate's old employer or colleague prefers this method.
• During a reference check, if you notice minor inconsistencies, discuss them with the candidate. For instance, an incorrect employment date on a candidate's résumé could be a simple error.

Red flags to note

• Negative remarks. Typically, candidates submit a list of references they know will speak positively of them. Before making a hiring choice, you should give careful consideration to any unfavorable input from references regarding a candidate's work performance.
• Insufficient specificity. You can anticipate references to provide glowing recommendations. After all, they are individuals the candidate has confidence in to vouch for them during an interview. In the face of overselling, insist on specificity. If former bosses or coworkers cannot cite work experiences that support their assertions or identify areas for growth, there may not be sufficient experience to learn from.
• Inconsistencies within factual data. Minor inaccuracies (such as the actual date of employment) may not warrant a red signal. However, if a candidate lies about more significant issues, such as their scope of responsibilities, this should serve as a red flag regarding their dependability.

Challenges with reference checks

• Due to a lack of trust, some individuals may be reluctant to discuss their former coworkers. Assure them that the call is strictly confidential and explain that the purpose is to learn more about the candidate.
• Absence of objectivity: Some former bosses may have grudges towards former employees. Or, if their collaboration ended on a high note, others would overestimate their skills. To remove bias, request detailed examples demonstrating the employee's performance and conduct on the job.
• Former bosses and colleagues may have limited time to respond to your questions. Therefore, limit a reference check call to a maximum of 10 to 15 minutes. Or, advise email coordination.

Reference check questions you can't ask

• When performing reference checks, it is essential to be aware of employment rules, despite the fact that some inquiries may appear useful in establishing if a candidate is a good cultural fit. To avoid legal issues, refrain from asking inquiries about:
• To shield your organization from potential discrimination charges, avoid asking questions that could expose an applicant's age, religious views, nationality, race, religion, or family status.
• Health information: Prospective employees have the right to privacy, and federal law protects health-related information. You may inquire whether a candidate is capable of doing specific jobs, but you should avoid asking about limitations or health conditions.
• Although you may be able to condition your hiring choice on a decent credit score, it is inappropriate to inquire about money or credit history during a reference check. If the credit history is important to the position, use an objective source of information, such as a credit report to make this assessment.

Conclusion

These Employment Reference Check questions combine a summary of the qualities to look for in applicants with a representative sample of appropriate interview questions.

You can prepare your responses in advance and be prepared to discuss your experience with the interviewer by practicing how you will respond to these Employment Reference Check questions.