50 Reference Check Questions + Free Template (2026 Guide)

You've found a candidate who aced the interviews, nailed the skills assessment, and seems like the perfect fit. But before you extend an offer, there's one more step that separates good hiring decisions from costly mistakes: the reference check.

Reference checks reveal what interviews can't. They give you an unfiltered look at how a candidate actually performs, communicates, and handles challenges in a real work environment. Skipping this step -- or rushing through it with generic questions -- puts your hiring decision at risk.

This guide gives you 50 proven reference check questions organized by category, a step-by-step process for conducting effective checks, and a ready-to-use template you can start using today.

Free Template: Generate a customized reference check template for any role with our Reference Check Template Generator.

#What Is a Reference Check?

A reference check is a conversation with someone who has worked directly with your candidate -- typically a former manager, colleague, or direct report. The goal is to verify the candidate's work history, validate their self-reported skills, and uncover any potential concerns before making a hiring decision.

#When to Conduct Reference Checks

Reference checks should happen after interviews but before extending a formal offer. The typical placement in the hiring process looks like this:

Some companies run reference checks in parallel with background checks to save time. Either approach works, but never skip them entirely.

#Legal Considerations

Reference checks come with legal boundaries. Keep these guidelines in mind:

• Always get written consent from the candidate before contacting references.
• Stick to job-related questions. Avoid asking about age, marital status, religion, disability, pregnancy, or any other protected characteristic.
• Ask the same questions for every candidate to maintain consistency and reduce bias.
• Document everything. Written notes protect you if a hiring decision is ever questioned.
• Be aware of state and local laws. Some jurisdictions restrict what former employers can disclose.

#How to Conduct a Reference Check

A structured process produces better insights and protects your organization. Follow these six steps.

#Step 1: Get Candidate Consent

Before reaching out to anyone, ask the candidate for written permission to contact their references. Provide a simple form or include a consent checkbox in your application process.

Request 3-5 references, including at least one direct supervisor. Give the candidate the option to exclude their current employer if they haven't given notice yet.

#Step 2: Prepare Your Questions

Don't wing it. Select 8-12 questions from the list below, tailored to the role you're filling. Mix general performance questions with role-specific ones.

Having your questions ready keeps the conversation focused and ensures you gather consistent data across all candidates. Use the Reference Check Template Generator to create a customized question set for any position.

#Step 3: Contact the Reference

Phone calls are the gold standard for reference checks. They allow you to hear tone, follow up on vague answers, and build rapport that leads to more candid responses.

When you call:

• Introduce yourself and your company
• Confirm the reference's relationship to the candidate
• Explain that the conversation is confidential
• Let them know the call will take 10-15 minutes

If you can't reach them by phone after two attempts, email is an acceptable fallback, though you'll typically get shorter, less revealing answers.

#Step 4: Ask Open-Ended Questions

Avoid yes/no questions. Open-ended questions force the reference to provide specific examples and stories, which are far more valuable than one-word confirmations.

• Instead of: "Was Sarah a good employee?"
• Ask: "Can you describe a situation where Sarah exceeded expectations?"

Listen carefully and take notes. Pay attention to what's said, but also notice what's not said. Hesitation, vague language, or repeated qualifiers ("She was okay at...") can be just as telling as direct answers.

#Step 5: Document Responses

Take detailed notes during or immediately after each call. Use our Interview Scorecard Builder to standardize your evaluation process. Record:

• The reference's name, title, and relationship to the candidate
• Date and time of the conversation
• Key responses and direct quotes
• Your overall impression

Consistent documentation makes it easier to compare candidates and provides a defensible record if questions arise later.

#Step 6: Evaluate and Compare

After completing all reference checks for a candidate, review your notes as a whole. Look for patterns:

• Do multiple references highlight the same strengths?
• Are there recurring concerns?
• Does the reference feedback align with what you observed in interviews?

Compare reference check results alongside interview scores and assessment results. Use this combined picture to make your final hiring decision.

#50 Reference Check Questions by Category

#Work Performance (10 Questions)

1. What was [Candidate]'s role and what were their primary responsibilities?
2. How would you rate their overall job performance on a scale of 1-10, and why?
3. Can you describe a project or accomplishment they were particularly proud of?
4. What were their greatest strengths in the workplace?
5. In what areas could they improve or develop further?
6. How did they handle feedback -- both positive and constructive?
7. Did they consistently meet deadlines and deliver on commitments?
8. How did their performance compare to others in a similar role?
9. Would you rehire them if given the opportunity? Why or why not?
10. What advice would you give their next manager to help them succeed?

#Technical Skills and Competency (8 Questions)

11. How would you rate their technical proficiency in [specific skill]?
12. Were they able to learn new tools or technologies quickly?
13. Can you describe a time when they solved a difficult technical problem?
14. How did they stay current with industry trends and best practices?
15. Were there any technical areas where they needed additional support or training?
16. How did they approach quality assurance in their work?
17. Did they contribute to improving processes, tools, or workflows?
18. How comfortable were they working with data and making data-driven decisions?

#Leadership and Management (8 Questions)

19. How did they handle managing a team or leading a project?
20. Can you describe their leadership style?
21. How did they handle conflict within their team?
22. Were they effective at delegating tasks and responsibilities?
23. How did they develop or mentor junior team members?
24. Can you give an example of a tough decision they had to make as a leader?
25. How did they handle pressure or high-stakes situations?
26. Were they able to align their team around shared goals and priorities?

#Communication and Teamwork (8 Questions)

27. How would you describe their communication style?
28. Were they effective at collaborating with cross-functional teams?
29. How did they handle disagreements or differing opinions with colleagues?
30. Can you describe how they communicated complex ideas to non-technical stakeholders?
31. Were they open to input and ideas from others?
32. How did they contribute to meetings -- were they active participants or more reserved?
33. Did they communicate proactively about challenges or roadblocks?
34. How did they build relationships with colleagues and clients?

#Reliability and Work Ethic (8 Questions)

35. How would you describe their attendance and punctuality?
36. Did they take ownership of their work, including mistakes?
37. How did they manage their time and prioritize competing demands?
38. Were they willing to go beyond their defined role when needed?
39. How did they handle repetitive or less exciting tasks?
40. Can you describe a time when they worked under a tight deadline?
41. Did they follow through on commitments consistently?
42. How did they perform when working independently with minimal supervision?

#Cultural Fit and Character (8 Questions)

43. How would you describe their personality and demeanor in the workplace?
44. Did they contribute to a positive team culture?
45. How did they handle stress or setbacks?
46. Were they adaptable when priorities or directions changed?
47. Can you describe their level of integrity and professionalism?
48. How did they respond to company policies or procedures they disagreed with?
49. What motivates them, based on your experience working with them?
50. Is there anything else you think we should know about working with them?

#Reference Check Questions by Role

While the 50 questions above cover most situations, certain roles benefit from targeted questions. Here are additional questions tailored to specific positions.

#Software Developer

• How did they approach code quality and testing?
• Were they effective in code reviews -- both giving and receiving feedback?
• How did they handle production incidents or urgent bugs?
• Did they document their work and share knowledge with the team?
• How did they balance speed of delivery with code quality?

Use our Screening Questions Generator to build a complete pre-interview question set for technical roles.

#Sales Manager

• How did they perform against their sales targets?
• Can you describe their approach to pipeline management?
• How did they coach underperforming sales reps?
• Were they effective at forecasting revenue accurately?
• How did they handle losing a major deal or client?

#Customer Support Representative

• How did they handle difficult or upset customers?
• What was their approach to resolving complex support tickets?
• Were they able to maintain a positive tone under pressure?
• How did they contribute to the team's knowledge base or documentation?
• Did they identify and escalate recurring product issues?

#Reference Check Template

Copy and use this template for your next reference check. Fill in the bracketed fields before your call.

 1REFERENCE CHECK FORM
 2
 3Date: [Date]
 4Interviewer: [Your Name]
 5Candidate: [Candidate Name]
 6Position Applied For: [Job Title]
 7
 8REFERENCE INFORMATION
 9Name: [Reference Name]
10Title: [Reference Title]
11Company: [Company Name]
12Relationship to Candidate: [Direct Manager / Colleague / Direct Report]
13Duration of Working Relationship: [Time Period]
14Phone: [Phone Number]
15Email: [Email]
16
17---
18
19VERIFICATION QUESTIONS
201. Can you confirm [Candidate]'s job title and dates of employment?
21   Response:
22
232. What were their primary responsibilities?
24   Response:
25
26PERFORMANCE QUESTIONS
273. How would you rate their overall performance (1-10)? Why?
28   Response:
29
304. What were their greatest strengths?
31   Response:
32
335. What areas could they improve?
34   Response:
35
366. How did they handle feedback?
37   Response:
38
39ROLE-SPECIFIC QUESTIONS
407. [Custom question for the role]
41   Response:
42
438. [Custom question for the role]
44   Response:
45
469. [Custom question for the role]
47   Response:
48
49CLOSING QUESTIONS
5010. Would you rehire this person? Why or why not?
51    Response:
52
5311. Is there anything else we should know?
54    Response:
55
56---
57
58OVERALL ASSESSMENT
59Strengths noted:
60Concerns noted:
61Overall impression (Strong Hire / Hire / Hesitant / Do Not Hire):
62Additional notes:

Generate a role-specific version of this template instantly with the Reference Check Template Generator.

#Red Flags to Watch For

Not every reference check goes smoothly. Here are warning signs that deserve a closer look.

#1. The Reference Can't Provide Specific Examples

When a reference speaks only in generalities ("They were great," "No complaints"), it often means the relationship wasn't close enough to be meaningful -- or they're avoiding saying something negative. Push for specifics: "Can you give me a concrete example of that?"

#2. Hesitation or Carefully Worded Responses

Long pauses, hedging language ("I suppose...," "In some ways..."), or overly diplomatic phrasing can signal that the reference is holding back. Pay attention to the gap between what's said and how it's said.

#3. Dates or Details Don't Match

If the reference's account of the candidate's role, title, or tenure doesn't match what the candidate told you, follow up. Minor discrepancies happen. Significant mismatches -- like claiming a manager title when they were an individual contributor -- are serious.

#4. The Reference Was Not Provided by the Candidate

Be cautious if you reach someone the candidate didn't list. While back-channel references can be valuable, they should supplement, not replace, the candidate's provided references. Always get consent before contacting anyone not on the approved list.

#5. Reluctance to Answer the Rehire Question

"Would you rehire this person?" is the single most revealing question in a reference check. If the answer is anything other than a clear "yes" -- especially silence, a subject change, or "I'd have to think about that" -- treat it as a signal worth exploring.

#6. Multiple References Tell Different Stories

Consistency across references builds confidence. If one reference raves about the candidate's leadership while another describes them as a poor collaborator, dig deeper. Context matters -- different roles and team dynamics can explain some variation -- but stark contradictions warrant caution.

#Frequently Asked Questions

#How many references should I check?

Three is the standard minimum. Aim for at least two former supervisors and one peer or cross-functional colleague. For senior or executive-level roles, consider checking 4-5 references to get a fuller picture. Quality matters more than quantity -- one thoughtful 15-minute conversation outweighs five rushed calls.

#What if a candidate's reference gives a negative review?

A single negative data point isn't necessarily a dealbreaker. Consider the context: was the reference a poor manager? Was there a personality clash? Cross-check the concern against other references and your own interview impressions. If multiple references raise the same issue, take it seriously. One isolated concern among otherwise positive feedback is less worrying.

#Are reference checks legally required?

In most jurisdictions, reference checks are not legally required but are strongly recommended. Certain industries -- healthcare, education, finance, and childcare -- may have regulatory requirements for background and reference verification. Even where not mandated, reference checks reduce the risk of a bad hire, which costs companies an average of 30% of the employee's first-year salary.

#Can I contact references the candidate didn't provide?

You can, but proceed carefully. Always ask the candidate for permission first. Back-channel references (reaching out to mutual connections or former colleagues not on the provided list) can yield useful insights, but conducting them without consent raises ethical and, in some cases, legal concerns. The safest approach is to ask the candidate: "Are there any other people who could speak to your work?"

#Make Every Hire a Confident One

Reference checks are one of the most underused tools in hiring. A 15-minute phone call can confirm your best instincts about a candidate or save you from a hiring mistake that takes months to unwind.

Build reference checks into your standard process. Use the questions and template in this guide to make every conversation structured, consistent, and productive. And if you want to save time, the Reference Check Template Generator creates a customized question set for any role in seconds.

Pair your reference checks with a strong employer brand and smart hiring strategies to build a team you can count on.

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