---
title: "Reference Check Questions for Employers in Canada | HR Team"
description: "Reference check questions that get real answers, how to get consent under Canadian privacy law, who to call, red flags to listen for and how to record the results."
url: https://hrteam.ca/guides/reference-check-questions/
last_updated: 2026-11-05
---

# 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](https://hrteam.ca/recruitment/).

## Official source

- Office of the Privacy Commissioner of Canada: privacy guidance for businesses under PIPEDA. ([source](https://www.priv.gc.ca/en/privacy-topics/privacy-laws-in-canada/the-personal-information-protection-and-electronic-documents-act-pipeda/))

> This page is general information, not legal advice. Employment rules differ by province and change over time; check the official source or speak with an employment lawyer for your situation.

## 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.

## Related

- [Recruitment for professional, technical and leadership roles](https://hrteam.ca/recruitment/)
- [Ontario job posting rules for employers](https://hrteam.ca/guides/ontario-job-posting-rules/)
- [Executive search for senior and leadership roles](https://hrteam.ca/recruitment/executive-search/)
- [HR outsourcing by monthly subscription](https://hrteam.ca/hr-outsourcing/)

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