A reference check is a standard hiring procedure where the prospective employer contacts a candidate’s former manager to verify past performance, behaviour, and suitability for the role. It serves as a validation, beyond the resume and interview, to ensure the person we’re hiring is really who they say they are.
Companies do it because resumes are curated, and interviews are rehearsed. But talking to someone how actually worked with and managed you before can give us a better picture of your work habits, attitude, and team dynamics.
As for me, I’m a big believer of reference checks. But it’s not just about spotting red flags. It’s also about about understanding:
👉 How to manage this person effectively?
👉 What motivates them?
👉 What that’s one thing I should be aware of?
And who better to discuss all this with someone who has actual experience working with the candidate, right?
Now, at the end of a reference check call, one final question that often seals the deal:
“If given the chance, would you hire this person again?”
If the answer is no… from my experience, most hiring managers won’t proceed further. It’s harsh, but that’s reality.
Some commonly asked questions in a reference check (besides verifying your employment dates, last position, and salary):
• What was your working relationship with the candidate?
• How would you describe their strengths and weaknesses?
• Were they punctual and reliable?
• Why did they leave?
• And yes – the golden one: Would you rehire them?
📌 It’s also important to note… Do not contact the candidate’s current employer.
Reference checks should be discreet and respectful. Nobody wants to get into trouble just because they’re exploring better opportunities.
If you’re job hunting now, remember, the interview doesn’t end when you leave the room.
Your reputation follows you.
So make sure your last boss has goods things to say.
Gitu.
xoxoxo, AuntyHR
