What Questions Do Job References Get Asked?

Ever wonder what makes or breaks a job reference? Imagine this: You’re the hiring manager, reviewing a potential candidate who looks great on paper, but something isn’t adding up. You turn to their references. What do you ask?

The questions a job reference receives are the key to understanding not just a candidate’s past performance, but their true character, work habits, and potential for future success. You may think it’s just routine to check off a list of questions, but the depth and direction of these inquiries can be game-changing. Knowing what kinds of questions references get asked can prepare both the candidate and the reference for a smoother process, and even elevate the chances of getting hired.

Here’s the twist: References aren’t asked just about the technical skills; they’re also grilled on soft skills, reliability, cultural fit, and overall contribution to the team. Hiring managers use these questions to dig deeper than what’s listed on a resume. So, if you’re ever asked to give a reference or you're wondering what your reference might say about you, this guide will tell you everything you need to know.

Why Employers Bother with Reference Checks

Employers are looking for more than just verification. They want insights into personality, reliability, and, most critically, how the candidate works with others. This isn’t just a standard background check; it’s a nuanced conversation designed to reveal things that interviews or resumes never will. This is why employers take the reference check so seriously.

Hiring decisions are expensive. If the wrong person is brought on board, it can lead to wasted resources, poor team dynamics, and lost revenue. In fact, some studies suggest that up to 80% of employee turnover is due to poor hiring decisions. Reference checks help minimize that risk.

Top 10 Questions Job References Get Asked

1. What was your working relationship with the candidate? This question establishes the context of the reference. Was the reference the candidate’s direct supervisor, or were they co-workers? How close was their professional relationship? A former boss's opinion will weigh heavier than that of a peer, as they are in a better position to evaluate performance and behavior.

2. How long did you work with the candidate? Length of association matters because it gives credibility to the reference's opinions. A brief working period might not be enough to draw meaningful conclusions about a candidate’s overall performance, whereas a reference who has worked with them for several years can offer deeper insights.

3. What were the candidate’s main responsibilities? This question is designed to confirm whether the candidate is being truthful about the scope of their role. Did they really manage that major project, or were they just one small cog in the machine? Employers want to see if the resume matches the reality.

4. What are the candidate’s strengths? Every candidate has strengths, and references are often asked to highlight these. A reference may speak about a candidate’s technical prowess, leadership qualities, or ability to manage time effectively.

   Data from HR surveys indicates that over 70% of references mention soft skills like communication and teamwork as the candidate's most important strengths.

5. What areas did the candidate need improvement in? Here’s where things get tricky. Some references are reluctant to share weaknesses because they don’t want to hurt the candidate’s chances. But this is one of the most critical questions for hiring managers because it gives them a balanced view of the candidate. Good references offer constructive criticism, pointing out real, tangible areas for growth, like "Sometimes they overcommit" or "They could work on delegation."

6. Can you describe a time when the candidate faced a challenge and how they handled it? This question digs deep into how the candidate handles pressure and adversity. Did they step up when things got tough, or did they crack under the stress? The answer to this question gives employers a sense of the candidate’s problem-solving abilities and resilience.

7. Would you rehire the candidate? This is the money question. It’s a yes or no response, but it carries a lot of weight. If a reference hesitates or dances around the answer, that could be a red flag. If they enthusiastically say yes, then the candidate has likely left a strong positive impression.

8. How did the candidate get along with co-workers? Teamwork is critical in most workplaces. Employers want to know if the candidate is easy to get along with or if they create tension. A reference might say, “They worked well in teams and contributed a lot” or “They had occasional issues with communication.” Either way, this question provides insight into the candidate’s interpersonal skills.

9. How did the candidate handle feedback? This is about growth potential. If the candidate is open to feedback and actively works to improve, it signals adaptability and a willingness to learn—qualities employers prize highly. Conversely, if the reference mentions that the candidate was resistant to feedback, that’s a warning sign.

10. Is there anything else you think we should know? This catch-all question gives the reference space to share anything they haven’t already covered. Sometimes this is where the most revealing details come out, like a glowing endorsement or, on the flip side, a major issue that hasn’t been mentioned yet.

Handling Negative Feedback

It’s unrealistic to expect that every reference will give glowing feedback. Even stellar employees might have moments they regret or skills they need to improve. So, what happens when the feedback isn’t great?

Employers don’t just discard candidates based on one piece of negative feedback. They often weigh the bad against the good and look for patterns. A single negative comment about communication might not be a dealbreaker if the rest of the feedback is positive, but consistent issues raised by multiple references can raise red flags.

The Rise of Automated Reference Checking

Automation is revolutionizing the hiring process, and reference checking is no exception. Many companies are now turning to digital platforms to automate the process. These systems allow employers to gather feedback in a more standardized, efficient manner. Instead of phone calls, references are sent forms with specific questions, and the answers are compiled into a report.

This method not only saves time but also provides quantifiable data that can be analyzed. If a candidate receives a score of 9 out of 10 on teamwork from five different references, that’s a powerful endorsement. Automated reference checking also allows for anonymity, which can lead to more honest feedback from references.

Data Insights: What Reference Checks Reveal

A study by the Society for Human Resource Management (SHRM) found that 92% of employers conduct reference checks as part of their hiring process, but only 26% of candidates feel they get useful feedback from those checks. This disparity suggests that while references are important for employers, they might not always be used to their full potential.

Hiring managers who dig deep and ask the right questions can uncover valuable insights. For instance, a candidate who appears lackluster on paper might be revealed as a high performer by a reference who shares examples of exceptional leadership or teamwork under pressure.

Conclusion: Mastering the Art of Reference Checks

Knowing the types of questions job references get asked allows both candidates and their references to prepare better, and ultimately, the art of reference checking is about getting to the heart of who the candidate truly is. Employers are looking for more than just technical skills; they want insight into how a candidate will fit into their team and handle challenges.

Whether you’re giving a reference or awaiting feedback from one, understanding these common questions will set you up for success.