So, you think you’ve found the perfect candidate? Hold on — your work isn’t done yet. Skimming over reference checks — or worse, treating them as a formality — is where even seasoned hiring managers drop the ball. Here’s the truth: the right questions to ask references can make or break your hiring decision. Get them wrong, and you might end up with a bad hire that costs you time, money, and team morale. Get them right, and you’ll uncover insights that no résumé or interview could ever reveal. Let’s dive into the art of reference-checking and how to ask the questions that really matter.
Why Reference Questions Matter
Here’s the deal: reference checks aren’t just a “box to tick.” They’re your last line of defense against a hiring mistake and your secret weapon for uncovering hidden potential. The goal isn’t just to confirm facts — it’s to get a 360-degree view of the candidate’s work style, strengths, and areas for growth. But let’s be real, most references won’t spill the tea unless you ask the right questions.
The Right Questions to Ask References
To get meaningful answers, your questions need to go beyond the surface. Here’s what should be on your list:
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“How did they handle challenges?”
This question separates problem-solvers from finger-pointers. You’ll uncover how they respond under pressure and adapt to setbacks. -
“What’s their management or collaboration style?”
Whether they’re leading a team or working alongside one, understanding their approach to teamwork is key to predicting cultural fit. -
“Can you describe a time they went above and beyond?”
A reference who can’t provide specifics might indicate a lack of standout performance. -
“Were there areas where they could improve?”
Don’t shy away from this one. The answer tells you where to support the candidate post-hire — and whether any red flags exist. -
“Would you hire them again?”
Simple but effective. A hesitation here speaks volumes.
What Not to Do
Even the best questions won’t land if you make these rookie mistakes:
- Leading Questions: Asking “They were great, right?” gets you nowhere. Keep it open-ended.
- Surface-Level Inquiries: Asking about punctuality is fine, but it won’t give you the deeper insights you need.
- Failing to Probe: If the reference hesitates or gives vague answers, dig deeper. Politely, of course.
The ROI of Asking the Right Questions
Think of reference checks as an investment in your hiring success. When done well, they reduce turnover, boost team performance, and ensure you’re hiring someone who’ll thrive in your organization. But skipping over thoughtful questions? That’s just asking for trouble.
Conclusion
Reference checks aren’t about looking for perfection — they’re about getting the real story. By asking the right questions, you can separate the true high-performers from the candidates who simply interview well. Ready to make smarter hires? Start with better reference checks. And if you need help with reference checks, or the recruitment process in general, let TGC Search jump in.
