White Collar
General Reference Check Template
Streamline your reference checks with our comprehensive general reference check template. Get effective reference check questions at Righteo.
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- Fully Editable Word Document
- Candidate Details Section
- Referee Details Section
- Easy To Fill Form Fields
- Job Specific Reference Guide
- Things to Consider Checklist
Reference Guide 📖
During a reference check, it's important to verify the candidate's employment history, job titles, and work performance. Look for strengths and weaknesses, evaluate work habits, and check for any red flags or concerns such as conflicts with coworkers, attendance issues, or ethical violations.
It's also important to ask the reference if they would rehire the candidate and why or why not. Consistency in the reference's answers is crucial, so make note of any discrepancies or contradictions. Additionally, be mindful of any personal biases the reference may have and try to gather objective feedback.
By keeping these things in mind, you can get a more complete picture of the candidate's work history and performance, and make a more informed hiring decision.
Click To Copy Questions 🙋
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- 1
What was your relationship with the candidate?
- 2
How long did you work with the candidate?
- 3
What were the candidate's primary responsibilities in their role?
- 4
How would you describe the candidate's work ethic?
- 5
Can you describe the candidate's communication skills?
- 6
Did the candidate work well in a team environment?
- 7
Can you provide an example of a time when the candidate had to solve a problem or overcome a challenge in their role?
- 8
Did the candidate meet expectations and goals set for them in their role?
- 9
Can you describe the candidate's strengths and weaknesses?
- 10
Would you rehire the candidate if given the opportunity?
Red & Green Flags
Red flags
- Unclear or inconsistent answers to questions about the candidate's skills, experience, or qualifications
- Lack of enthusiasm or hesitation when discussing the candidate's potential fit for the role
- Lack of detailed knowledge about the candidate's work history or responsibilities
- Information that contradicts what the candidate has shared during the hiring process, such as employment dates or job titles
- Any indication of unethical or inappropriate behavior, such as dishonesty, harassment, or violation of company policies
Green flags
- Consistent and clear answers to questions about the candidate's skills, experience, and qualifications
- Enthusiastic endorsements of the candidate's fit for the role and potential for success in the position
- Detailed knowledge about the candidate's work history, accomplishments, and areas of expertise
- Reports of the candidate's strong work ethic, reliability, and ability to work independently or as part of a team
- Strong endorsements from multiple references, particularly those who have worked closely with the candidate