Reference Check Questions

After the interview process you will have determined which candidates you believe are capable to perform the job(s) you need to fulfill. To verify your selected candidate(s) it is strongly recommended you conduct reference checks with the candidate’s previous employers to confirm your choice.

Following are some useful tips for reference checking, as well as suggested Reference Check Questions.

REFERENCE CHECKS

Verbal references are the preferred form of reference checks. They allow more information to be sought and can be directly related to the selection criteria. In the event that a verbal reference is unfavourable, care must be taken to ensure that any decision to exclude the applicant is based on relevant criteria.

It is unwise, however, to indicate to candidates that they will be successful pending outcome of reference checks. This sets up an expectation that the candidate is already successful and can lead to difficulties if they are not offered the position.

DO’S AND DON’TS OF REFERENCE CHECKING

You may not ask referees questions which could be considered discriminatory, such as questions relating to marital status, physical appearance, sexual preference, family/child care arrangements, or health, unless you can demonstrate that they are an inherent requirement of the position, and have already been discussed with the candidate. Examples are:

NOT ALLOWED: This position may require some travel. I understand that Mrs X has children. Do you think that travel will be a problem for her?

ALLOWED: Did Mrs X role include travel? Did she ever have any attendance or punctuality issues with her travel commitments?

Any comments or criticisms relating to an applicant’s disability, gender, race, or other potential grounds for discrimination are not relevant and should be disregarded.

Employers are expected to provide a reference which is accurate. This does not, however mean that referees will comment openly on candidates. You should therefore ensure that you ask about any issues raised by other referees or identified from other stages of the selection process. Be aware of bias - referees are often selected by the candidate. Ask for an independent referee if you are uncomfortable with the reference (too positive or too negative) or if it doesn't ring true.

Comments that are not supported by other referees must be considered in the context of the employment relationship. An unsatisfactory reference could for example, be the result of an employee leaving on poor terms, rather than poor performance. If you believe the referee is biased for or against the candidate and you can not rely on their comments, seek an alternative reference.

If a candidate has been unsuccessful on the basis of unsatisfactory reference checks, then the reasons for the decision not to select the person must be carefully worded.

You are not obliged to advise candidates of the reasons they have been unsuccessful, although you will be expected to defend your decisions should a claim of discrimination be raised through formal channels.