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10 Reference Check Questions You Must Ask for New Hires

Finding the right person for your team is a big task. You look at resumes and talk to people in interviews. But sometimes, a person looks better on paper than they do in real life. This is why you must speak with people who have worked with them before.

A reference check is your chance to see the truth. It helps you see if the person will fit in your company. It also helps you see if they can really do the work they say they can do. To get the best data, you need to ask the right reference check questions.

10 Reference Check Questions You Must Ask for New Hires

Why Reference Checks Matter

Many people think reference checks are just a formality. They think it is just a box to tick at the end of the hiring process. This is a mistake. A good check can save you from a very expensive hiring error.

When you call a referee, you are looking for more than just a "yes" or "no." You want to hear about the candidate's habits and skills. You want to know how they act when things get hard. This information helps you make a smart choice. Using professional reference check templates can help you stay on track during these calls.

10 Reference Check Questions You Must Ask

To get the most out of your calls, you need a set list of questions. Here are ten questions that will help you get the best referee feedback.

1. What was your professional relationship with the candidate?

You need to know how well the referee knows the person. Did they manage them every day? Were they a peer? Knowing the relationship helps you understand the value of their answers. A direct manager will have different info than a co-worker.

2. Can you confirm the job title and dates of work?

This is a basic fact check. You want to make sure the candidate told the truth about their history. If the dates do not match, it could be a red flag. It is a simple way to check for honesty right away.

3. What were their main duties and responsibilities?

Sometimes job titles do not tell the whole story. Asking about daily tasks helps you see if the candidate has the right experience. You can compare these tasks to the ones they will do at your company.

4. How would you rate the quality of their work?

This question gets to the heart of their performance. You want to know if they meet goals and follow through on tasks. Ask for examples of projects they did well. This helps you see if they take pride in what they do.

5. What are their greatest professional strengths?

Every person has things they are good at. You want to know if these strengths match what your team needs. If they are great at fixing problems, but your job is all about data entry, they might not be the best fit.

6. In what areas could they improve or grow?

No one is perfect. A good referee will be honest about where a person can get better. This is not about finding reasons to say no. It is about knowing how to manage them if you hire them. It helps you plan for their training.

7. How do they handle stress or tight deadlines?

Work can be hard. You need to know if the person stays calm when things get busy. Do they keep working hard, or do they give up? This is very important for roles that have a lot of pressure.

8. How well do they work with a team?

Most jobs require working with others. You want to know if the person is helpful and kind. Do they share ideas? Do they help others when they are stuck? A person who works well with others makes the whole company better.

9. Why did they leave the position?

It is important to hear the reason for leaving from a third party. It should match what the candidate told you. If the stories are different, you should ask more questions to find the truth.

10. Would you hire this person again?

This is the most important question of all. If the answer is a fast "yes," you know the person was a great employee. If the referee hesitates, it might mean there were problems. This answer tells you everything you need to know about their overall value.

How to Get Better Referee Feedback

Getting good information is not just about the questions. It is also about how you ask them. Here are some tips to help you get the best feedback:

Listen more than you talk: Let the referee speak. Do not interrupt them. You might learn something you did not think to ask.
Ask for examples: If a referee says the person is "hardworking," ask them to prove it. Ask for a time when the person stayed late to finish a project.
Pay attention to tone: Sometimes what a person does not say is just as important as what they do say. If they sound unsure, there might be more to the story.
Be respectful of their time: Referees are busy. Keep your call to 15 or 20 minutes. This helps them stay focused on your questions.

Using Reference Templates for Better Results

If you hire people often, you should not start from zero every time. Using reference templates makes the process much faster. A template keeps your questions the same for every candidate. This makes it fair for everyone.

Refhub provides tools that help you manage this process. When you use a set form, you do not forget to ask important things. It also makes it easy to share the feedback with other people in your company. Having a written record is much better than trying to remember a phone call.

Frequently Asked Questions

How many references should I check?

It is usually best to check three references. This gives you a good mix of views. Try to talk to at least two former managers if you can.

What if a company only gives dates of service?

Some companies have strict rules. They might only confirm when a person worked there. If this happens, ask the candidate for a different person to talk to, like a former supervisor who has left that company.

Should I do reference checks before or after the offer?

Most companies do them after a verbal offer but before the final contract is signed. This makes sure you do not waste time on people you do not want to hire.

Can I check references not on the list?

It is best to ask the candidate before you talk to anyone not on their list. This is a matter of respect and privacy. Most candidates will say yes if you explain why.

Making the Final Call

A reference check is the final piece of the hiring puzzle. It turns a "maybe" into a "yes" or a "no." By asking these ten questions, you get a clear picture of who the candidate really is. You learn about their skills, their habits, and their personality.

Remember to keep your process the same for every person. Use your tools and forms to stay organized. When you have all the facts, you can hire with confidence. This helps you build a stronger team and a better business.

Start Your Next Hire Right

Hiring the right person is one of the most important things you will do. Do not leave it to chance. Use the right questions and the right tools to get the job done.

If you want to make your hiring process easier, Refhub is here to help. You can find many reference templates and guides on our site. These tools help you gather feedback quickly and store it safely. Take the stress out of hiring and start using a better system today.