Abe: Yes. While many employers only verify basic employment information, a thoughtful reference check can help confirm what you’ve learned during the interview process and provide insight into a candidate’s work style, strengths, and overall fit.

Abe: Focus on open-ended, job-related questions like:
  • What were this person’s greatest strengths?
  • How did they respond to feedback?
  • What type of work did they excel at?
  • Would you hire them again?
The goal is to gather meaningful insight, not just verify employment.

Abe: Conduct reference checks after you’ve identified your preferred candidate but before extending a final offer. This allows you to validate your hiring decision without delaying the process unnecessarily.

Abe: Start by following your company’s reference policy. If you don’t have one, consider creating one. Many employers choose to provide only objective information such as dates of employment, job title, and, if policy allows, eligibility for rehire.

Abe: Avoid sharing medical information, protected characteristics, confidential personnel information, or personal opinions that aren’t supported by documented facts. Keep your comments factual, job-related, and consistent.

Abe: Don’t rely on one opinion alone. Consider the information alongside interviews, assessments, and other references. If needed, ask the candidate for clarification before making your decision.

Abe: Treating them as a formality. Whether you’re requesting or providing a reference, consistency matters. Ask purposeful questions, follow your company’s policy, and document the information you receive.