Reference checks have a bad reputation — and often deserve it. Too many are a five-minute formality where a manager confirms dates and says "they were great." Done deliberately, though, references are one of the few screening steps that predict on-the-job performance.
Verify first, then explore
Split every reference call into two parts. First, confirm the facts: title, dates, and whether the person is eligible for rehire. Then move into the part that actually matters — behaviour, strengths, and fit.
Ask better questions
Replace "Were they a good employee?" with questions that invite specifics:
- "What kind of work did they do best?"
- "How did they handle pressure or a missed deadline?"
- "What would you have wanted them to improve?"
- "Would you hire them again — and for what kind of role?"
Standardize for fairness
Ask every reference for a given role the same core questions. Structured references are not just fairer — they are far easier to compare, and they protect you from making decisions based on one unusually glowing or unusually harsh call.
Mind consent and privacy
Confirm the candidate has consented to reference contact, and stick to job-relevant questions. References are about professional performance, not personal life.
Make it easy to complete
The biggest enemy of a good reference check is friction. Offering references a quick structured form alongside the option of a call dramatically improves completion rates — and gets your candidate to "yes" faster.
A great reference check will not just confirm a hire. Occasionally it will save you from a costly mistake — which is exactly why it is worth doing properly.