A reference check should test the hiring decision, not simply confirm employment dates. Done well, it adds evidence about performance, reliability and support needs while respecting privacy.
Ask permission and plan
Tell the candidate when references will be contacted and confirm appropriate referees. Ideally, at least one referee directly supervised recent relevant work. Be cautious where a candidate cannot alert a current employer; agree on timing.
Verify the relationship
Confirm the referee’s identity, role, organisation, reporting relationship and period of supervision. Use independently sourced contact details where risk warrants it.
Use consistent questions
Ask about responsibilities, strengths, reliability, communication, response to feedback and areas for development. Include role-specific questions linked to the agreed selection criteria. Ask whether the referee would re-employ the candidate and explore the reasons.
Seek examples
General praise is less useful than observed behaviour. Prompt for a specific example of teamwork, prioritisation, patient communication or improvement. Do not request irrelevant personal or health information.
Resolve discrepancies fairly
If evidence conflicts with the application, clarify facts and give the candidate an appropriate opportunity to respond. One referee’s opinion should not automatically override the full assessment.
Document and protect information
Record relevant evidence, restrict access and retain or dispose of records under the organisation’s privacy and recruitment policies. Reference checking is part of due diligence, not a substitute for registration, credential, identity or work-right checks.