How to Conduct Reference Checks

• Familiarize yourself thoroughly with the information the candidate has already provided, including the application, resume, and interview responses. Identify areas that require elaboration or verification.
• Set up a telephone appointment with one or more references provided by the candidate.
• If requested, send a written consent from the candidate and the job description in advance of your telephone call.
• Write down your questions before you call, highlighting the information you want verified or expanded upon.

Note: Make your reference checks before the final selection is made.

Begin your conversation on common ground by referring to information that has already been provided by the candidate. For example:

• "John Doe has asked us to speak with you regarding information he has already shared with us during the interview process."
• "I'm calling to verify information provided by Mary Roe."

• Describe the responsibilities, duties, and working environment of the position for which the candidate has applied.
• After describing the position, ask, "Given our requirements, what is your assessment of the candidate's qualifications for the job?"

• If you get a general response ("She's great!"), follow up with a specific question ("What did she do to merit that compliment? or "Why did she leave?" or "How have things changed since she left?")
• If the reference provider declines to answer a question, ask if someone else might be able to share information about the topic.
• Ask questions that are specifically job-related. There are legal ramifications if you ask illegal/ inappropriate questions that may have to do with race, color, national origin, religion, sex, physical or mental disability, medical condition, ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran.