Reference checks are often seen as a necessary evil. Although some hiring managers look to skip out on conducting reference checks, they are still very much a key part of making a hire. In fact, 87% of companies conduct reference checks as part of the hiring process. Asking well-thought-out questions can take reference checks to the next level. Here are 7 questions to ask during a reference check.

Firstly, it’s important to establish what sort of working relationship the reference had with the candidate. This will give the reference a chance to settle in to the call. It’s also a chance to verify the information that the candidate has provided. If a candidate mentioned they were in a management position, then the reference can confirm this and give an idea of what it’s like working with them.

Typically, asking about a candidate’s strengths and weaknesses is a common question in the interview. Obviously, a candidate will choose which strengths and weaknesses to tell a hiring manager. Asking this same question during a reference check can give a better idea of these strengths and weaknesses. Having an outside opinion of someone that knows the candidate is important.

This question allows the person referring to be more open to divulging more negative information  that they might not otherwise say. It gives them the freedom to say the information without it necessarily being directly from them. A candidate that comes with a bad reputation for whatever reason cane an indicator they they may not be a good fit.

A candidate wants the job. They will do their best to play up their experience in order to get the job. A reference gives true insights into how much ability the candidate really has to excel in the position. Who better to give that insight than a former coworker?

Although yes and no questions are often looked down upon, this question tells a lot about a candidate. If a reference was the manager of the candidate and they would take them back, that is a good sign. If they don’t seem too concerned about losing the candidate, that is a red flag.

This is a good question to determine the culture fit of the candidate. The reference can give a hiring manager a good idea if the candidate will be the right fit for their specific work environment. For example, if a company culture is fast paced and relies on a lot of collaboration but the candidate wouldn’t thrive in that environment, they may not be a good fit.

Another yes or no question. This should be the last question. After a reference understands what a hiring manager is looking for, they will feel ready to recommend, or not, the candidate.

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