Why reference checks matter (and which questions to ask)
You’ve written the perfect job ad, screened, interviewed, and found the candidate. You’re ready to make the offer and get them started, right? Not so fast—did you talk to their references?
It may feel like an extra step that slows things down, but if you ask the right questions at the right time, reference checks can help you avoid costly mismatches and set new hires up for success. Here’s what you gain from talking to references:
1. Verification of claims and identity
With “fake” resumes and impersonation scams on the rise, references confirm that candidates are who they say they are. We recently had a perfect candidate struggle with getting us their references’ contact information; when they finally did, the references couldn’t answer basic questions and were unable to verify that they also worked at the company listed – a red flag that saved us from an expensive hire.
2. Deep insight into real-world performance
References reveal what a candidate actually did, their work ethic, interpersonal style, and how they fit into teams—insights that interviews alone can’t always surface.
3. Protection for your hiring investment
Skipping references can lead to costly mismatches. Taking the time up front helps prevent turnover, drama, and those “how did we miss that?” moments.
4. Enhancement for your employer brand
Candidates notice diligence. Taking time for references demonstrates professionalism—and the reference themselves might even be open to future opportunities with your company.
How to Ask the Right Questions
You might be tempted to email your questions and skim the answers, but you’ll miss the subtleties with that shortcut. On a live call, you’re able to catch the pause that signals hesitation, share your company story, and listen for what isn’t being said. So what questions should you ask a reference?
1. Confirm the basics
How do you know the candidate, and for how long? Can you describe their role and responsibilities?
2. Identify strengths and developmental areas
What outstanding qualities stood out? Where might the candidate need support or development? A reference once shared that the candidate was brilliant with clients but struggled with time management – an insight that shaped onboarding plans.
3. Assess the fit for the role
Based on what you know, how would the candidate perform in the position they’re applying for? If the candidate is applying for an individual contributor role but has great leadership potential, that could shape the plans for your next hire.
4. Gauge rehire interest
Would you hire the candidate again? Why or why not?
5. Gather extra insights
What else should we know? In one example, we spoke with a reference who was also looking for a new position. Shortly after our call they reached and expressed interest in another job we had posted – a double win!
6. Actively listen
The most valuable feedback often comes from tone, pauses, and what isn’t explicitly said – things you’ll only catch on a call.
Final Thoughts
Checking references is far more than a checkbox—it’s a strategic step that brings confidence, clarity, and context to your hiring decision. Done well, reference checks protect your investment, elevate your brand, and help ensure you bring the right people on board.
