Reference Check Questions: Examples & What to Ask
Reference check questions confirm what a candidate told you about their role, results, reliability and conduct, using a referee who has worked with them. A good set covers the relationship to the candidate, job-related facts, performance, working style and a safety to rehire question, and every question must be lawful and relevant to the job.
Use the bank below as a starting point and adapt it to the role. Get the candidate's consent before you call anyone.
Reference check questions: what to include
Treat the call as a structured conversation. The table shows each section of a reference check and why it matters.
| Section | What to ask or record | Why it matters |
|---|---|---|
| Referee details | Name, job title, how they know the candidate and the dates they worked together | Confirms the referee supervised the candidate and can speak with authority |
| Role and duties | Job title, main tasks, employment type and dates of employment | Checks the CV against what the referee says |
| Performance | Results, quality of work and how the candidate handled pressure or deadlines | Shows whether the candidate can do the job you are hiring for |
| Reliability and conduct | Attendance, punctuality, safety habits and how they dealt with feedback | Predicts how they will fit a site or team |
| Rehire | Whether the referee would employ the candidate again and why | Gives a clear, single signal to weigh against the rest |
| References or referees | A mix of direct supervisors, with a written or verbal reference as the process allows | A supervisor sees daily work, while a colleague sees teamwork |
A reference call on a Monday morning often goes to voicemail, so book a time with the referee before you start.
Reference check questions you can copy
This is a starting point. Pick the questions that match the role and ask each referee the same core set, so your process is consistent and fair.
Confirm the relationship and role
- How do you know the candidate, and for how long did you work with or supervise them?
- What was their job title, and what were their main duties during that time?
- Were they employed full-time, part-time or casual, and what were their start and finish dates?
- Which tasks did they handle on their own, and which needed supervision or sign-off?
- Did the role involve any licences, tickets or checks, and did the candidate keep them current?
- Why did the candidate leave, as far as you know?
Check performance and results
- What was the most important result the candidate delivered for your team, and how did they achieve it?
- How would you rate the quality and accuracy of their work, and what did that look like day to day?
- How did they handle tight deadlines or a sudden change to the plan?
- Can you describe a time they solved a problem without being asked?
- How did they take feedback, and what changed afterwards?
- What is one area where they could improve, and what support helped?
Assess reliability and safety
- How reliable was their attendance and punctuality, including for early starts and rostered shifts?
- How did they follow safety rules, site procedures and instructions from supervisors?
- Did you have any safety concerns about the way they worked, and how were they handled?
- How did they communicate when something was wrong, such as a hazard, a delay or an error?
- Were there any formal warnings or conduct issues that you can share, and were they resolved?
- How did they treat colleagues, customers and members of the public?
Judge fit and rehire
- What working conditions and type of supervision suited the candidate best?
- How well did they work with people from different teams or backgrounds?
- What did you value most about working with them?
- Would you rehire them, and in what kind of role?
- Is there anything else we should know to support them well in this job?
- Is there anyone else who could speak about their work?
Reference check questions for different situations
Adjust the core questions to the role. Each variation keeps to the same rule: ask only what relates to the job.
Casual worker
- How reliably did they turn up for short-notice shifts, and did they give notice when they could not?
- How quickly did they pick up new tasks without a long induction?
- Would you roster them again at short notice, and why?
Site labourer
- Did they hold a current white card, and did they follow site safety rules without reminders?
- How did they handle physical work in heat, noise or tight areas?
- How did they work with the site supervisor and other trades?
Office role
- How accurate was their data entry, payroll or reporting, and how did they check their own work?
- How did they prioritise when several people asked for work at once?
- How did they deal with confidential information?
Resignation with short notice
- What notice did they give, and did they hand over work properly before leaving?
- Did they leave on good terms with the team and clients?
- Would you accept them back, given the circumstances of leaving?
Legal must-haves and things to leave out of reference checks
Reference checks must be lawful and non-discriminatory. Keep both lists in front of you during the call.
Include
- Get the candidate's consent to contact each referee, and tell them what you will ask and how you will use the answers.
- Ask only job-related questions that connect to the inherent requirements of the role you are filling.
- Take factual notes of what the referee says, and store them securely with the recruitment file.
- Ask every shortlisted candidate's referees the same core questions so the process is consistent.
- Give the candidate a chance to respond if a reference raises a concern that could affect the decision.
- Check pay, award and leave terms in the Fair Work Ombudsman guidance before you offer the job.
Leave out
- Do not ask about age, pregnancy or family plans, religion, race, sexuality, marital status or union membership.
- Do not ask about disability unless it relates directly to an inherent requirement of the job.
- Do not ask a referee to guess about a candidate's health, personal life or political views.
- Do not contact a current employer without the candidate's consent, since it could put their job at risk.
- Do not record rumours or opinions as facts, and do not share the referee's comments with anyone outside the hiring team.
- Do not use a reference to remove or reduce an NES or award entitlement from the offer.
Common mistakes to avoid with reference check questions
- Calling only the referees the candidate lists and skipping the direct supervisor, so you never hear from the person who watched the work.
- Asking different reference check questions for each candidate, which makes it hard to compare fairly and can look like bias.
- Asking leading questions such as "Wasn't she always on time?", which push the referee towards the answer you want.
- Relying on a reference alone when police checks, licence checks or a white card are needed for the job.
- Making a job offer before the reference check is done, then trying to withdraw it if the answers are poor.
- Skipping notes, so you cannot explain the decision if the candidate challenges it later.
Reference check questions FAQ
What are the best reference check questions to ask?
Start with the referee's relationship to the candidate, then ask about duties, results, reliability, safety and teamwork, and finish with whether they would rehire. Keep each question open and job-related, and ask every referee the same core set so your process is consistent.
How many references or referees should you ask for?
Two or three is usual, including at least one direct supervisor from a recent role. Ask the candidate for permission before you call each one. If a candidate has little work history, a trainer, teacher or volunteer coordinator can speak about reliability and attitude.
Can you ask a referee about a candidate's health or family?
No. Questions about age, pregnancy, family plans, religion, race, sexuality, marital status or union membership are not appropriate. Ask about disability only when it relates to an inherent requirement of the job. Stick to work performance, conduct and reliability, and get advice from the Fair Work Ombudsman on 13 13 94 if unsure.
Do you need consent to do a reference check?
Yes, ask for the candidate's consent before you contact any referee, especially a current employer. Tell them who you will call and what you will ask. Police checks also need the candidate's written consent, and the result should be assessed for relevance to the role.
Using reference check questions well
This is general information, not legal, tax or financial advice, so check the Fair Work Ombudsman, the ATO or an employment lawyer for your situation, and get legal review before you use any employment contract. For the full hiring process, read our guide on how to hire employees.
If you are a host employer who needs screened, reference-checked workers, we can help. Visit our host employer labour hire page to talk to us.