I conduct a reference check to verify job-related information and understand how a candidate worked in a real context. I obtain appropriate consent and follow applicable policy and law before contacting anyone.
I prepare consistent questions
I ask about relationship, dates or role where permitted, responsibilities, strengths relevant to the new job, development areas, and how the person handled specific conditions. I avoid fishing for protected or personal information.
I describe the target role
I give enough context for the reference to make useful comparisons: team structure, pace, client exposure, or management responsibility. A generic “Were they good?” produces a generic answer.
I seek examples
If the reference says the candidate was reliable, I ask what that looked like. I distinguish firsthand observation from rumor or opinion.
I interpret caution carefully
Some employers provide only limited confirmation by policy. A brief answer is not automatically negative. I consider the source’s relationship, opportunity to observe, and consistency with other evidence.
I document facts and follow up with the candidate
I record answers accurately. If important information conflicts with the application, I use the organization’s fair process to seek clarification rather than making assumptions.
I protect confidentiality
I share reference information only with people who need it for the decision and retain it according to policy.
A reference check is one source of evidence, not a substitute for structured selection. I use it to clarify job-related patterns and verify context, not to search for gossip.