Reference Check Question List


Purpose

This document lists the questions that Shared Services Recruitment Retention Specialists will ask references when a reference check request has been submitted. Based on the position, the references will be asked the questions below as well as any additional questions if specified during submission. 

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Reference Check: Entry Level Questions

1. In what capacity did you work with the candidate (i.e., nature and length of relationship)?   

2. What was the candidate's period of employment, position and key responsibilities?

3. Describe the company culture where you worked together (i.e., fast paced, relaxed, highly competitive). Did the candidate thrive in this environment? Why or why not?

4. Tell me the three key skills [Candidate's Name] possesses, whether interpersonal, technical or functional, that made him or her most impactful to your office or department.

5. Does the [Candidate's Name] take initiation or wait for instruction? How independently does the candidate work as opposed to checking in with team members or supervisor?

6. What were [Candidate's Name] weaknesses or areas that needed improvement or development on? How does the candidate respond to feedback?

7. Describe [Candidate's Name] desire for growth and aspirations within your organization. Describe what you know of his or her career goals.

8. If you were to provide advice on how to best guide or manage this person, what would it be?

9. Why did [Candidate's Name] leave your company? Is he or she eligible for re-hire at your company? Would you hire or want to work with him or her again? 

10. Are there additional considerations which would impact our decision to move [Candidate's Name] forward in the acquisition process?

 

Reference Check: Management Level Questions

1. In what capacity did you work with the candidate (i.e., nature and length of relationship)?   

2. What was the candidate's period of employment, position and key responsibilities?

3. Can you tell me about a time that [Candidate's Name] was part of a team and the project/initiative they were working on succeeded? How did [Candidate's Name] influence that outcome?

4. Describe in three words [Candidate's Name] management style. Describe a particular issue or situation where [Candidate's Name] exhibited these characteristics with his or her team.

5. Describe a situation where [Candidate's Name] had to work under pressure. What did you notice about their approach to this situation and what was the outcome? What could he/she have done differently?

6. What are/were his/her key contributions or impact on the organization (examples)?

7. What would you say are [Candidate's Name] strengths from greatest to least? What areas of growth and development are needed?  

8. From your perspective, do you believe [Candidate's Name] is qualified to assume these new roles and responsibilities? Why or why not?

9. Why did [Candidate's Name] leave your company? Is he or she eligible for re-hire at your company? Would you hire or want to work with him or her again? Are there additional considerations which would impact our decision to move [Candidate's Name] forward in the acquisition process?

10. Are there additional considerations which would impact our decision to move [Candidate's Name] forward in the acquisition process?