Reference and background checks are probably one of the most overlooked but critical parts of hiring.
Too many organizations make the mistake of relying on just a good gut feeling from an interview.
Don’t get me wrong, instincts matter, but you also need solid data points.
And yet, most companies stop at two or three reference calls when they should be doing eight to ten, depending on the extensiveness of the position.
Why More References Matter
I’ve learned that reference checks are your last, best chance to confirm whether someone is really the right fit.
If you’ve got a couple of great candidates and can’t decide, reference checking can help you feel confident in finalizing your decision.
A tip: you don’t need to do referencing alone—get your team involved.
Different people will hear different things, ask different questions, and pick up on nuances you might miss.
Getting the Right References (And Asking the Right Way)
I always ask candidates for 360-degree references—people they’ve reported to, peers they’ve worked alongside, and direct reports.
You need a well-rounded perspective.
And if there’s someone specific I’d like to check in with but the candidate hasn’t listed them, I ask.
If they’re hesitant, I dig into why.
It doesn’t necessarily mean there’s an issue, but it’s worth understanding.
Of course, always get permission before reaching out.
That’s non-negotiable.
Using a Structured Reference Framework
A solid reference check isn’t just a casual conversation, it’s a process.
I always take the job description and ask references to rate the candidate on a scale from 1 to 5 (5 being the highest) across key success factors.
And here’s the kicker: I don’t just take the rating at face value.
I ask why they gave that number.
I don’t stress over a few low scores.
Instead, I look for patterns.
If one reference says the candidate struggles with innovation but five others say they’re great at it, I take that into account.
Here’s a simple way to track responses:
One of my favorite questions to ask?
How can I best work with or lead this person?
It’s open-ended, and the response often tells me way more than any rating ever could.
Final Checks: Civil and Criminal Background Screening
Once the reference calls are done, I always recommend running civil and criminal background checks.
No one wants surprises after the hire.
It’s a simple but crucial step that can save you a ton of trouble down the line.
A Strong Process Benefits Everyone
A thorough reference and background check process isn’t just about protecting your company, it’s about setting both you and the candidate up for success.
It gives you confidence in your decision, ensures they’re stepping into the right role, and makes onboarding smoother.
Next up: Salary negotiation—how to make sure everyone walks away happy.
Blog written by Catherine R. Bell of The Awakened Company.