What is the most important reference check question?

The single most predictive question is: Would you re-hire this person, and why or why not? A hesitant or qualified answer is a meaningful signal, which is why the script always closes with it.

What can a referee legally disclose?

It varies by jurisdiction. Many employers limit references to confirming dates of employment, job title, and eligibility for re-hire. Ask open questions but accept that some referees will only verify factual details.

How many references should I check?

Two to three is standard for most roles, ideally including at least one former manager. For senior or leadership hires, add a peer and a direct report to get a 360-degree view.

Should reference checks be done by phone or email?

Phone or video is far better. Tone, pauses, and the willingness to elaborate carry as much signal as the words. Use email only as a fallback when a live call cannot be arranged.

How do I verify the referee is genuine?

Confirm the referee through a company switchboard or verified work email rather than a number the candidate supplies, and start the call by verifying their job title and reporting relationship to the candidate.

Reference Check Questions Builder

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A reference call that actually de-risks the hire

Most reference checks are a rushed formality that confirm nothing. A good one verifies the relationship, probes real performance, and ends with the question that separates strong hires from risky ones. This builder produces a structured call script tailored to the candidate, the role, and the competencies you care about.

How it works

The tool builds the script in five blocks: an opening that sets context and verifies the referee, relationship verification (dates, title, reporting line), job-performance questions tied to the competencies you select, culture and working-style questions, and a closing block anchored by the re-hire question. Toggling competencies swaps in targeted questions — for leadership you get questions about delegating and developing others; for reliability you get questions about deadlines and follow-through.

Tips and example

Ask open questions and then stay silent — the pause is where candid answers surface.
Listen for hesitation on the re-hire question; an enthusiastic yes and a reluctant one are very different signals.
Always verify the referee independently rather than calling a number the candidate provided.
Keep notes against each competency so you can compare references consistently.