Reference Check Questions That Get Honest Answers

Most reference checks go the same way: you ask whether the candidate was a good employee, the reference says yes, and you hang up knowing nothing new. That's not because references are useless. It's because general questions get general answers. Specific questions about real work, asked of the right people, get you information you can't get anywhere else in the hiring process.

Call the right people

Former direct supervisors are the most useful references. They assigned the work, saw the results, and dealt with the problems. Peers and direct reports can add a different view for senior roles. Personal references and friends rarely tell you anything about job performance.

It's fine to ask candidates for specific references: "Could you connect me with the person you reported to at your last job?" If a candidate can't offer any former supervisor, ask why. There are often good reasons, but you should hear them.

Get the candidate's permission before contacting anyone, and never contact a current employer without explicit consent.

A 15-minute call script

1. Set the context (1 minute). Who you are, the role you're hiring for, and a one-sentence description of what the job involves. References give better answers when they know what you need.
2. Confirm the relationship (1 minute). "How did you work with them, and for how long?"
3. Ask about the work (8–10 minutes). Use the questions below.
4. Close with the most revealing question (2 minutes). See the last question in the list.

Questions that get specific answers

• What were they responsible for, and what did they accomplish that you remember?
• What would you have given them more of if you could? What would you have taken off their plate?
• How did they handle a stressful week or a mistake? Can you give me an example?
• How did they work with coworkers or customers who were difficult?
• How much direction did they need? Where did they need the most support?
• This role involves [the hardest part of your job]. How do you think they'd handle that?
• What's one thing I could do as their new manager to help them do their best work?
• If you had the chance, would you hire them again for the same role?

The "how can I help them succeed" question is useful because it invites honest information framed positively. A reference who won't say anything critical will often tell you "they do best with clear deadlines" — which tells you something.

How to read the answers

• Specifics are a good sign. A reference who remembers projects, numbers, and stories worked closely with the candidate and has a real opinion.
• Long pauses and vague praise deserve a follow-up. "They were great, a really nice person" in response to a question about results is not an answer. Ask again more specifically.
• A hesitant "would rehire" matters. An enthusiastic yes is common. A qualified answer ("For the right role, probably") is worth exploring.
• Look for patterns, not single comments. One lukewarm reference may reflect a bad relationship. Two saying the same thing is a pattern.

Some employers have policies that allow only confirmation of dates and title. Don't push. Thank them and move to the next reference.

Questions to avoid

Keep every question about the work. Don't ask about health, disability, medical leave, family status, pregnancy, age, religion, national origin, or other protected characteristics, and don't ask the reference to speculate about them. Some states and cities prohibit asking about salary history, including through references. If you use an outside service to run reference or background checks, additional federal and state rules may apply. Requirements vary by location, so check your local rules and consult counsel if you're unsure.

Phone, email, or form?

Phone calls are still the best format. You hear tone and hesitation, and you can ask a follow-up when an answer is vague. Email or online questionnaires are easier to schedule but tend to produce short, careful, positive answers. If a reference prefers email, send three or four specific questions rather than a long form, and offer a quick call as an alternative.

Schedule the call in advance with a short note explaining who you are and that it will take about 15 minutes. References are doing you a favor; a scheduled, focused call gets better answers than catching someone between meetings.

What to do with a concerning reference

One negative comment isn't automatically a reason to drop a strong candidate. Consider the source and whether it matches anything you saw in the interviews. If it's specific and relevant to the job, it's fair to raise the topic with the candidate in general terms, without revealing who said what: "One area I want to understand better is how you handle tight deadlines." Their answer, and how candid it is, often tells you as much as the reference did. If the concern is serious and confirmed by a second source, take it seriously.

When to check references

Check references on your top one or two finalists, before you make the offer. Checking earlier wastes everyone's time; checking after the offer means you'll be inclined to ignore what you hear. Write down the answers during the call and keep the notes with the rest of your hiring file.

References are the last check, not the first

Reference calls confirm what you've seen in the process; they can't make up for a weak one. ReqGenius handles the early stages — screening every applicant against the job, AI-interviewing the best ones, and producing a ranked shortlist with evidence — so your reference calls are about a short list of strong finalists. You make the hiring decision.

Pair this script with a structured first-round interview. You can generate one with the free interview question generator.