Hiring
Reference Check Request Email Template
Request a professional reference from a candidate's former employer or colleague.
When to use this template
A candidate is in the final stages of the hiring process and you need to verify their qualifications, work ethic, and performance by contacting a listed reference.
Example subject line
Reference Check Request for Jordan Lee — Software Engineer Candidate
Tips for writing this email
- Introduce yourself, your company, and the role the candidate is being considered for so the reference has full context.
- Ask specific, role-relevant questions such as the candidate's strengths, areas for growth, and reliability under pressure.
- Keep the request concise and offer a phone call as an alternative if the reference prefers to speak rather than write.
- Assure the reference that their feedback will be kept confidential and used solely for hiring evaluation purposes.
What to avoid
- Do not ask questions that could be considered discriminatory — avoid inquiries about age, marital status, health, or religion.
- Avoid contacting references the candidate has not explicitly authorized you to reach out to.
- Do not send a long list of dozens of questions — focus on 4 to 6 targeted questions that matter most for the role.
- Avoid sharing other candidates' information or comparing the candidate to others in the reference request.
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Generate This EmailFrequently Asked Questions
What questions should I ask in a reference check?
Focus on role-relevant questions: the candidate's key strengths, areas for development, reliability, how they handle feedback, and whether the reference would hire or work with them again.
How many references should I check before making a hiring decision?
Two to three references is standard. At least one should be a former direct supervisor. If a candidate provides only peer references, ask if a manager reference is available.
Can I contact references the candidate did not list?
No. Always get explicit permission before contacting any reference. Reaching out to unlisted contacts without consent can violate privacy expectations and damage trust with the candidate.
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