Reference check questions that get real answers
Most references are polite. The value is in specific questions, the right people and listening for what is not said.
Before you call
Get written consent
Privacy law requires the candidate's consent before you contact references. PIPEDA applies in most provinces; Alberta, BC and Quebec have their own private-sector privacy laws.
Ask for the right people
Former direct managers first. For leaders, add a peer and someone who reported to them.
Prepare questions for the role
Base them on the skills and risks you identified in interviews.
Questions to ask
Context
How do you know the candidate, for how long, and what was their role?
Results
What were they responsible for, and what did they achieve? Can you give an example?
Strengths
What did you rely on them for most?
Development
What did you coach them on? How did they respond to feedback?
Working style
How did they handle pressure, deadlines or disagreement?
People
How did they work with colleagues, customers or their team?
Reason for leaving
Why did they leave, in your view?
The key question
Would you hire them again for the same role? Why or why not?
Red flags to listen for
Long pauses or very short answers
Often a sign the reference is being careful.
Different job titles or dates
Compare with the resume.
"Check with HR"
Some companies only confirm dates. Ask if the person can speak personally.
Only peers, no managers
Ask the candidate why.
Record what you hear
Write notes during the call: who you spoke with, date, questions and answers. Keep them with the hiring file and store them securely. Candidates can request access to personal information held about them.
When we recruit for you, reference checks are part of every search. See how our recruitment works.
Official source
- Office of the Privacy Commissioner of Canada: privacy guidance for businesses under PIPEDA. Source
Common questions
How many references should I check?
Two to three for most roles, including at least one former direct manager. More for senior hires.
Is a reference check the same as a background check?
No. A background check covers criminal records, credit or credentials, and needs separate consent and a reason related to the job.
Can I call people the candidate did not list?
Get the candidate's consent first. Calling a current employer without permission can cost them their job.
Hiring, or stuck on an HR question?
Tell us what you need. We reply by email to set up a short free call, and send a written agreement before any work starts.