Ask former managers the same job-related questions for every finalist, and record the answers.
Reference calls confirm what you heard in interviews and sometimes reveal something you did not. Consistent questions make the answers comparable.
Many companies only confirm dates and title. Respect that, and do not treat a limited reference as negative.
13 items. Fill it in on screen or print a copy.
For a shift lead finalist, two former managers confirm strong reliability; one mentions she trained new hires. The hiring manager adds that to the onboarding plan.
Checking references helps confirm what a candidate said about past roles and reliability before you hand over keys, cash or customer accounts. Recording consent and factual answers keeps the check consistent between candidates and limits the use of hearsay or protected information in the decision.
| Candidate and role | Aisha, assistant manager candidate, Corner Market, Albuquerque |
|---|---|
| Consent obtained | Yes, signed April 3 |
| Reference | Tom, former store manager, Mesa Mini Mart |
| Dates worked together | 2021 to 2024 |
| Reliability and attendance | Never missed an opening; covered sick calls |
| Would you rehire? | Yes, without hesitation |
| Overall | Supports hire |
Answers are written as the reference said them, and the rehire question is recorded word for word because it is often the most telling answer on the call.
Two or three.
Many give limited information by policy.
It is good practice; some checks legally require it.
Weigh them with everything else and stay consistent.
Avoid asking about health, disability, family plans, religion, age, national origin or other protected traits, the same topics that are off limits in interviews. Ask about job duties, attendance, reliability and how the person worked with others instead. If a reference volunteers protected information, do not write it on the form.
Many employers have policies to confirm only dates of employment and title. Record that as the answer and mark the overall result as inconclusive rather than as a concern. Ask the candidate for another reference, such as a former shift lead or a coworker who now works elsewhere.
More for the same job
Use the reference check form for the record you need today. To see who clocked in, and when, book a demo of EZTime.