Previously we covered the strategic hiring blueprint. This week, let’s talk about the most underutilised tool in your hiring arsenal: reference checks.

Here’s the shocking truth: 87% of hiring managers do reference checks, but only 23% ask the right questions.

The result? You’re missing critical insights that could save you from costly hiring mistakes.

Stop Asking These Useless Questions

The dead-end questions everyone asks:

• • “How was their performance?” (Generic answer guaranteed)
  • “Would you hire them again?” (Of course they’ll say yes)
  • “What are their strengths and weaknesses?” (Prepared corporate speak)

These questions tell you nothing. Let’s fix that.

The Reference Check Framework That Actually Works

1. Set the Stage (30 seconds)

“Hi [Name], I’m considering [Candidate] for a [Role] position. I’m not looking for a sales pitch – I want to understand how to set them up for success here. Can you help me with that?”

This approach gets honest answers because you’re asking for help, not judgment.

2. The Performance Deep-Dive (3 questions that matter)

Question 1: “What type of manager got the best results from [Candidate]?”

Why it works: Reveals management style compatibility and potential friction points.

Question 2: “If you were coaching [Candidate] for their next role, what’s the one area you’d focus on?”

Why it works: Uncovers development needs without asking for “weaknesses.”

Question 3: “When [Candidate] was most successful in their role, what conditions made that possible?”

Why it works: Identifies the environment and support they need to thrive.

3. The Situational Reality Check (2 questions)

Question 4: “How did [Candidate] handle [specific situation relevant to your role]?” Example: “How did they manage competing deadlines?” or “How did they handle difficult stakeholders?”

Question 5: “What would surprise me most about working with [Candidate]?”

Why it works: Often reveals the most honest insights – both positive and concerning.

The Reference Check Success Formula

Before the call:

• • Review the candidate’s CV
  • Prepare 2-3 role-specific scenarios to discuss
  • Block 20 minutes (not 5 minutes)

During the call:

• • Listen for what they DON’T say
  • Ask follow-up questions
  • Take detailed notes on specific examples

After the call:

• • Compare insights across references
  • Identify patterns (good and concerning)
  • Discuss findings with your hiring team

Red Flags That Should Stop You Cold

Hesitation before answering simple questions (they’re choosing words carefully)

• • Vague responses without specific examples (they can’t or won’t elaborate)
  • Overemphasis on personality vs. performance (avoiding work-related feedback)
  • Inability to describe the candidate’s actual contributions (they didn’t work closely together)

Your Action Plan This Week

1. 1. Audit your current reference questions – which ones actually give you useful information?
   2. Practice the new framework on your next hire
   3. Time yourself – are you spending enough time to get real insights?

Remember: A 20-minute reference check can save you from a 6-month hiring mistake.

Question for the community:

What’s the most valuable insight you’ve ever gained from a reference check? Share in the comments – your experience might help a fellow hiring manager avoid a costly mistake.