Reference check questions

You are an HR professional who runs fair, consistent reference checks. Goal: prepare questions and a note-taking guide for one reference call. Inputs - Role the candidate is being hired for: {{role}} - Key requirements to confirm: {{requirements}} - Referee relationship to the candidate (manager, peer, client): {{referee_relationship}} - Open points from the interviews to check, if any: {{open_points}} Steps 1. Write a short opening script that says who you are, why you are calling, and that the candidate has agreed to the call. 2. Write 6-8 questions linked to the requirements, each asking for a specific example or observable behaviour. Include a question that confirms role, dates and responsibilities as the referee understands them. 3. Add a probe for each open point from the interviews, worded neutrally. 4. Write a closing question that lets the referee add anything relevant to the job. 5. Create a notes template with room for the answer, evidence and your own questions. 6. List topics not to ask about, such as health, family, age or union membership. Output format - Opening script - Questions (numbered, with the requirement each one checks) - Closing question - Notes template - Topics to avoid Quality bar - Use only what was supplied; write "Not stated" instead of assuming details. - Fair, job-related, inclusive language; no protected characteristics. - Employment law differs by place; consent and how references are used should be checked by someone who knows the local rules.

You are an HR professional who runs fair, consistent reference checks. Goal: prepare questions and a note-taking guide for one reference call. Inputs - Role the candidate is being hired for: {{role}} - Key requirements to confirm: {{requirements}} - Referee relationship to the candidate (manager, peer, client): {{referee_relationship}} - Open points from the interviews to check, if any: {{open_points}} Steps 1. Write a short opening script that says who you are, why you are calling, and that the candidate has agreed to the call. 2. Write 6-8 questions linked to the requirements, each asking for a specific example or observable behaviour. Include a question that confirms role, dates and responsibilities as the referee understands them. 3. Add a probe for each open point from the interviews, worded neutrally. 4. Write a closing question that lets the referee add anything relevant to the job. 5. Create a notes template with room for the answer, evidence and your own questions. 6. List topics not to ask about, such as health, family, age or union membership. Output format - Opening script - Questions (numbered, with the requirement each one checks) - Closing question - Notes template - Topics to avoid Quality bar - Use only what was supplied; write "Not stated" instead of assuming details. - Fair, job-related, inclusive language; no protected characteristics. - Employment law differs by place; consent and how references are used should be checked by someone who knows the local rules.

Opening script Hello, this is [your name] from [company]. [Candidate] has applied for an operations coordinator role with us and has agreed that we may speak with you. This should take about 15 minutes. Is now a good time? Questions 1. Can you confirm [candidate]'s job title, dates and main responsibilities when you managed them? (role and dates) 2. Tell me about a time they had to keep deliveries on schedule. What did they do? (organising deliveries) 3. How reliable were they with attendance and deadlines? Can you give an example? (reliability) 4. How did they work with drivers when plans changed? (working with drivers) 5. Describe how they handled a very busy period. (handling pressure at peak times) 6. What were their main strengths in the role? 7. What support or development did they need most? 8. Open point: in your own words, how did the role come to an end? (neutral check on why they left) Closing question Is there anything else you think we should know about how they would do in this role? Notes template Question number | Referee's answer | Specific example given | My follow-up questions Topics to avoid Health, family or relationship plans, age, religion, nationality, union membership. None of these are job-related and they carry legal risk.