Reference check questions to ask
US federal rules as of 30 Oct 2026.
Good reference check questions ask each reference to confirm the dates and role, describe the candidate's actual work and results, and say how they would manage them. The best questions are open, specific and the same for every finalist. Many employers only confirm dates and title, so ask for examples rather than opinions.
At a glance
- Do references for finalists, with the candidate's permission.
- Ask 6 to 8 questions, 15 to 20 minutes.
- Use the same questions for each finalist.
- If you use a third-party company to gather references, FCRA may apply; see FCRA guide.
When should you do a reference check?
After interviews and before or alongside a conditional offer. Tell candidates you will call and ask them to name people who saw their work, such as managers and peers. Get consent in writing for contacting current employers; many candidates do not want their current employer called until an offer.
Question bank
| # | Question | What it tells you |
|---|---|---|
| 1 | How do you know the candidate, and for how long? | Reference's vantage point |
| 2 | What were their role and main responsibilities? | Verifies scope against the CV |
| 3 | What was their biggest accomplishment working with you? | Real results; ask for numbers |
| 4 | How did they handle pressure or tight deadlines? | Resilience, communication |
| 5 | How did they respond to feedback? Example? | Coachability |
| 6 | Where did they need the most support? | Development areas, honestly framed |
| 7 | How did they work with colleagues and other teams? | Collaboration |
| 8 | [ROLE-SPECIFIC, e.g. "How would you rate their code quality and why?"] | Skill evidence |
| 9 | Would you hire or work with them again? Why or why not? | Overall endorsement; listen to hesitation |
| 10 | Is there anything else I should know to set them up for success? | Opens space for concerns |
Avoid: age, family, health, pregnancy, religion, disability, or why they left for personal reasons. See illegal interview questions; the same applies to references.
Copy-paste call script
"Hello [REFERENCE NAME], I'm [YOUR NAME], [TITLE] at [COMPANY]. [CANDIDATE] gave your name as a reference for a [JOB TITLE] role. Do you have 15 minutes? I ask every finalist the same questions and keep your answers confidential within our hiring team.
1. How did you work with [CANDIDATE] and for how long?
2. What were their main responsibilities?
3. What is the accomplishment you remember best?
4. Tell me about a time they handled pressure.
5. How did they take feedback?
6. Where would they need support in a role like [JOB]?
7. [ROLE-SPECIFIC QUESTION]
8. Would you work with them again?
Thank you. Is there anything else I should know?"Reference note template
Candidate ID: [ID] Reference: [NAME, relationship, company] Date: [DATE] Caller: [NAME]
Q1: [ ] Q2: [ ] ...
Overall: [ ] Positive [ ] Mixed [ ] Concerns
Facts to verify elsewhere: [ ]Record what was said, not your impression of the reference.
How to read the answers
- Specifics (numbers, named projects) beat adjectives.
- Hesitation or a long pause on "would you rehire?" is a signal. Ask a gentle follow-up.
- A reference who only confirms dates may be following company policy. That is not a negative.
- One negative comment is not a verdict. Look for patterns and compare with interview evidence.
Legal and practical cautions
- Do not ask for salary history where state or local law bans it.
- Do not turn a reference check into a background investigation of protected traits.
- If a third party compiles reports (such as employment verification), follow the FCRA notice and authorisation steps. The FTC guidance explains them.
- If you reject someone based partly on a consumer report, adverse action steps apply; see pre-adverse action.
FAQ
How many references should I ask for? Two or three is common.
Can I call someone the candidate did not list? Backchannel references can mislead and can upset candidates. Ask permission.
What if the former employer will only confirm dates? Accept it, and rely on peers and work samples.
Should I ask references what they were paid? Avoid it; some jurisdictions restrict salary-history inquiries.
Next step
Record findings in your scorecard. If your offer depends on a check, see conditional offers and background checks.
Sources
- FTC, Background Checks: What Employers Need to Know: https://www.ftc.gov/business-guidance/resources/background-checks-what-employers-need-know
- EEOC, Prohibited Employment Policies/Practices: https://www.eeoc.gov/prohibited-employment-policies-practices
- Pay-range laws: /hiring/pay-transparency-laws
This is general information, not legal, tax or immigration advice. Rules change and your situation may differ. Consult a licensed attorney or qualified adviser.