Questions to Ask a Reference for a Job Applicant

When it comes to hiring, making the right decision is crucial, and references can be one of your best tools in determining the potential of a candidate. But not all reference checks are created equal. Asking the right questions can help you uncover insights about the applicant's performance, character, and fit for your organization. Here are the top questions to ask when speaking with a reference, along with the reasoning behind each question, and what kind of answers you should be looking for.

1. Can you confirm the candidate’s job title and dates of employment?

This seems like a straightforward question, but verifying employment details is the first step to ensure that the candidate’s résumé matches reality. Discrepancies here could be a red flag, either of honesty or clarity. You want the answer to match up with what the applicant has provided, ensuring there’s a solid foundation for further questions.

2. What was your professional relationship with the candidate?

Understanding how the reference interacted with the candidate is key. Were they the direct supervisor, a colleague, or perhaps someone who worked in a different department? This will help you assess the context of the answers. A direct supervisor will have more insight into their day-to-day work performance, while a colleague might give more perspective on interpersonal skills and team dynamics.

3. What were the candidate’s key responsibilities?

Sometimes, job titles can be vague or misleading. This question helps you understand the candidate's real job duties, especially those that relate to the role you’re hiring for. Did they manage a team, work cross-functionally, or lead major projects? Look for specifics that align with what the candidate has shared in interviews.

4. How did the candidate handle stressful or difficult situations?

How a person reacts under pressure reveals their true work ethic and capability. Look for examples of how they managed stressful situations, conflict resolution, or fast-paced environments. Did they rise to the occasion or buckle under pressure? Responses to this question can indicate whether the candidate will thrive in your company culture, especially if the job is high-pressure.

5. Can you give an example of a significant achievement the candidate accomplished?

Achievements offer insight into the candidate's drive and ambition. References should be able to point to specific examples where the candidate went above and beyond in their role. This might include cost-saving initiatives, leadership during a tough project, or even mentoring others.

6. What are the candidate’s strengths?

This is a question that gives the reference a chance to highlight what the candidate does exceptionally well. Are they a problem solver, a great communicator, or detail-oriented? By focusing on the candidate's strengths, you can get a clearer idea of what they will bring to your team.

7. What are the candidate’s areas for improvement?

No one is perfect, and any reference that says otherwise should be taken with a grain of salt. You want a balanced perspective, so this question is important. Whether it's time management, delegation, or dealing with criticism, this can give you insight into how coachable the candidate might be and whether any development needs could affect their performance in the role.

8. How did the candidate interact with others in the workplace?

This is where you uncover teamwork and interpersonal skills. Did the candidate get along well with peers? Were they able to collaborate effectively across departments? How did they manage conflict or give and receive feedback? Team dynamics are crucial, especially if the role you’re hiring for involves cross-functional collaboration or leadership.

9. Why did the candidate leave your company?

The reference’s response to this question can give you insight into the candidate’s motivations and professional trajectory. Were they looking for a new challenge, or was there an issue that prompted their departure? While it's not always possible to get a perfectly clear answer here, any details that align with what the candidate has told you can help verify their story.

10. Would you rehire the candidate?

This is a key question. A straightforward "yes" or "no" can often tell you all you need to know. If the reference wouldn’t rehire the candidate, ask why. It could be due to factors beyond the candidate's control, such as restructuring, but if there’s a deeper issue, it’s worth investigating.

11. Is there anything else you think we should know about the candidate?

Sometimes the most valuable information comes out when you leave room for an open-ended response. This gives the reference the opportunity to share anything you haven’t covered yet, or elaborate on any concerns or accolades that may not have come up in your structured questions. You never know what useful information might surface with this final question.

Conclusion: Making the Right Choice

Reference checks are one of the most insightful tools you can use in the hiring process. By asking these targeted questions, you can gain a deeper understanding of a candidate’s strengths, areas for improvement, and overall fit for your team. It’s not just about checking off a list of qualifications—it’s about ensuring that the person you hire will thrive in the role and contribute to your company’s success.

This process is not just for screening but also an opportunity to confirm the positive aspects of a candidate. Remember, a thorough reference check can be the difference between hiring a good employee and hiring a great one. By asking the right questions and really listening to the answers, you’ll increase the chances of making a smart hiring decision.