10 Reference Check Questions That Actually Predict Performance

Here's a secret most recruiters learn the hard way: asking the wrong reference questions gives you nothing useful. Questions like "What was it like working with this person?" are polite, but they don't help you make a hiring decision.

If you want reference checks that truly predict on-the-job performance, you need structured, specific questions.

The Top 10 Predictive Reference Check Questions

Would you rehire this candidate if you had the chance?
How did they perform under tight deadlines or pressure?
Can you share an example of how they worked within a team?
How did they respond to feedback or coaching?
What strengths stood out most in their role?
Where did you see room for improvement?
Did they consistently meet expectations in their role?
How reliable were they with deadlines and commitments?
How did they contribute to team culture or morale?
Would you recommend them for this specific position?

Why These Questions Work

They move beyond vague praise into concrete examples.
They can be rated or measured for consistency.
They uncover potential performance risks before they become hiring mistakes.

Automating the Right Questions

With customizable reference forms, platforms like Hirescan let recruiters choose role-specific questions. A sales hire, for example, may need more questions around revenue targets and client relationships, while an engineering hire may need questions around problem-solving and collaboration.

Structured questions = structured data. And structured data is what turns references from a formality into a decision-making tool.

Start reference checking with Hirescan

Automate your candidate screening with structured reference checks, fraud detection, and instant risk scoring. Cut hiring delays from weeks to days and make better hiring decisions with confidence.

Email: support@hirescan.co Sign up: https://www.hirescan.co/signup. Submit your first candidate in minutes.

FAQ

How many reference questions should I ask? Between 6–10 targeted questions is ideal. More than that can lower completion rates.

Should questions change by role? Yes. Tailor questions to the skills and behaviors required in the role.

Can reference answers be scored? Yes. Using 1–5 scales for certain questions helps generate risk and performance scores.

Do candidates see reference answers? Typically no, but candidates must consent to reference checks under privacy laws.