Reference Check Template
A reference check template with structured questions on performance, strengths, and rehire eligibility so you verify candidates consistently before extending an offer.
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What you get
- A consistent reference-check question set for every hire
- Performance, strengths, and development-area prompts
- A rehire-eligibility and verification check
- A summary and recommendation section to record findings
Template preview
The structure, not the finished file. The PDF and CSV carry the complete version.
Reference details
- Candidate name
- Reference name
- Reference title / company
- Relationship to candidate— manager / peer / report
Verification
Confirm the basics before going deeper.
- Confirm job title and dates of employment
- Confirm the nature of the working relationship
- Confirm reason for leaving (if appropriate)
Structured questions
- What were the candidate's main responsibilities?
- What are their greatest strengths?
- Where do they have room to develop?
- How did they handle pressure or conflict?
Quick ratings (1-5)
| Area | Rating | Comment |
|---|---|---|
| Job performance | ||
| Teamwork | ||
| Communication | ||
| Reliability |
The preview stops here; the template continues in the download.
How to use this template
- Get consent. Confirm the candidate has agreed and provided references before you reach out.
- Verify the relationship. Start by confirming how the reference knows the candidate and in what capacity.
- Ask the same questions. Use the structured questions for every reference so you can compare answers fairly.
- Summarise and decide. Record findings and note whether anything changes your hiring recommendation.
Frequently asked questions
What questions should I ask in a reference check?
Verify dates and role, then ask about responsibilities, strengths, development areas, how they handle pressure, and rehire eligibility. Keep questions job-relevant and ask every reference the same set.
How many references should I check?
Two to three is typical, ideally including a former manager. More than one perspective helps you separate a single opinion from a consistent pattern.
Is the 'would you rehire' question useful?
It's one of the most revealing questions you can ask. A hesitation or qualified answer often surfaces concerns that direct performance questions miss.