Reference Check Questions to Ask That Surface Real Red Flags

The reference check questions to ask are the ones that force specifics: how the reference worked with the candidate, what the candidate did best and worst, how they would rate the person from 1 to 10, and what it would take to make that a 10. Generic questions get generic praise. Specific questions, with a follow up after every answer, get the truth.

Most reference calls fail because they are treated as a formality. The hiring manager has already decided, asks whether the candidate was reliable, hears "yes, great person," and hangs up. That call protects nobody.

Below is a reference script you can copy, the follow up questions that matter more than the first ones, a calibration question that exposes lukewarm references, what you are allowed to ask, and how to verify references for candidates in Latin America.

Key Takeaways

• A reference check is useful only if it can change your decision. Run it before the offer, not after.
• Ask about context first: how the reference worked with the candidate, for how long, and in what role.
• The follow up questions matter more than the first questions. "Can you give me an example?" turns praise into evidence.
• The calibration question, a rating from 1 to 10 followed by "what would make it a 10?", exposes references who are being polite.
• Attitude is where most hires fail. Leadership IQ research reported by Murphy found 89% of new hire failures came from attitude rather than skill, so ask about how the person handled feedback and pressure.

What Is the Purpose of a Reference Check?

A reference check is a conversation with someone who worked with a candidate, used to confirm what the candidate said in interviews and to find patterns the interviews missed. Its purpose is to change or confirm a hiring decision before the offer goes out.

Smart and Street (2008) treat reference calls as the final step of a structured hiring process, run after the main interview and used to test the specific strengths and concerns that interview raised. That order matters. You call references with questions in hand, not to collect general impressions.

Their method has a second effect worth copying: tell candidates early that you will ask them to arrange reference calls with former managers. Candidates who know their history will be checked tend to describe it more honestly in the interview.

What Questions Should You Ask in a Reference Check?

Ask questions in a fixed order: context first, then performance, then improvement areas, then a rating, then the rehire question. Use the same script for every reference so you can compare answers across candidates.

1. How do you know the candidate, and in what role did you work together? For how long?
2. What were the candidate's main responsibilities, and what results do you remember?
3. What were their biggest strengths? Can you give me an example?
4. What were their biggest areas for improvement at that time?
5. How did they respond when you gave them hard feedback? What happened next?
6. How did they handle a week when everything went wrong?
7. How would you rate their overall performance from 1 to 10? What would have made it a 10?
8. Would you hire them again for the same role? Why or why not?
9. Is there anything I should know that we have not covered?

Questions five and six exist because skills are rarely the reason a hire fails. Murphy (2012) reports Leadership IQ research that tracked 20,000 new hires over three years: 46% failed within 18 months, and 89% of those failures came down to attitude, such as coachability and temperament, rather than technical skill.

A reference is often the only person who has seen how the candidate takes criticism.

Question nine sounds like a throwaway. It is not. References who have been holding something back often use that opening to say it.

Which Follow Up Questions Expose Lukewarm References?

Follow up questions expose lukewarm references by asking for the example, the number or the comparison behind every positive statement. Real enthusiasm comes with detail. Politeness runs out of detail fast.

The calibration question does most of the work. When a former manager rates someone a 6 or 7 and cannot say what would raise it, you have learned that the reference does not want to say something negative out loud. When they rate a 9 and describe one specific gap, you have a reference who is being honest.

Listen to how fast and how warmly people answer the rehire question. A manager who says "in a heartbeat" without being prompted is giving you a different message than one who says "I think so, yes."

For roles where you can test the work directly, combine the reference call with a practical exercise; our guide on testing a candidate before you hire shows how for phone based roles.

What Are You Allowed to Ask?

You can ask about job performance, responsibilities, work habits, results, and whether the person would be rehired. Avoid any question about protected characteristics such as age, religion, national origin, disability, pregnancy or health, and stay consistent with how you check other candidates.

• Get the candidate's written permission before contacting references, including references they did not list.
• Ask every candidate's references the same main questions.
• Keep notes factual. Write what the reference said, not your interpretation.
• If a third party company runs background or reference checks for you, additional federal rules on consumer reports can apply.

Many companies have a policy of confirming only dates of employment and job title. When you hit that wall, ask the candidate to connect you with a former manager who will speak personally, which is usually more useful than the company line anyway.

Rules differ by state and country, so check unusual situations with employment counsel. Our guide on how legal it is to hire remote workers covers the wider legal picture for remote hiring.

How Do You Verify References for Candidates in Latin America?

Verify Latin American references by confirming the company exists, reaching the reference through a business channel, and running the call in the language the reference is most comfortable in. The questions stay the same; the verification steps around them get more careful.

1. Confirm the employer. Check the company's website and business profile, and that the reference's role there makes sense.
2. Prefer a company email address over a personal one. A reference who only has a personal email is not disqualifying, but it is a reason to confirm the role another way.
3. Call, do not email. WhatsApp voice or video calls are standard across much of Latin America and make it easier to confirm you are talking to a real person.
4. Offer the call in Spanish or Portuguese. References speak more freely in their first language, and you get better detail.
5. Check for United States clients. For remote roles, a reference from a United States company the candidate worked with remotely is worth more than one from a local employer.

Remote Latinos screens and vets Latin American candidates before you meet them, and you can hire vetted remote professionals or browse the roles most commonly staffed remotely. Running your own reference calls at the end is still a good habit, and this script works for them.

Checking References This Week?

• Run the call before the offer, not after it.

• Ask for an example after every general answer.

• Use the 1 to 10 question, then listen to what would make it a 10.

Conclusion

Good reference check questions ask for context, examples and a rating, and every answer gets a follow up. The calibration question and the rehire question reveal more than any list of strengths.

Run references before the offer, ask about attitude as much as skill, stay within the questions you are allowed to ask, and verify international references through business channels.

You can also read:

• Hiring Mistakes: Errors and How to Avoid Them
• A 30 60 90 Day Plan Template for New Remote Hires

Read how other owners vetted and hired remote talent in the client testimonials, or book a call to talk through your next hire.

Frequently Asked Questions

What questions to ask in a reference check?

Ask how the reference worked with the candidate, what the candidate's responsibilities and results were, their biggest strengths and areas for improvement, how they took feedback, how they would rate the candidate from 1 to 10 and what would make it a 10, and whether they would hire the person again for the same role.

What questions are you allowed to ask when checking references?

You can ask about job duties, performance, work habits, results, attendance and eligibility for rehire. Do not ask about protected characteristics such as age, religion, national origin, disability, pregnancy or health. Get the candidate's permission first and ask every candidate's references the same main questions.

What questions to ask during a reference check?

Start with context, then ask for specific examples of strengths and weaknesses, then ask the calibration question: a rating from 1 to 10 and what would make it a 10. Follow every positive statement with a request for an example, and close by asking if there is anything else you should know.

What questions to ask for a personal reference check employment?

For a personal reference, ask how long they have known the candidate and in what setting, how the candidate handles commitments and setbacks, how they treat other people under pressure, and whether they would trust the candidate with responsibility. Personal references speak to character, so weigh them below references from managers.

References

Murphy, M. (2012). Hiring for attitude: A revolutionary approach to recruiting and selecting people with both tremendous skills and superb attitude. McGraw Hill.

Smart, G., and Street, R. (2008). Who: The A method for hiring. Ballantine Books.