This document provides a guide for conducting a telephone reference check for a prospective employee. It includes 15 questions to ask the reference about the candidate's employment history, job performance, skills, strengths, weaknesses, and reasons for leaving their previous position. The questions seek to gather information about the candidate's quality of work, ability to handle various tasks and priorities, communication skills, problem solving and analytical abilities, relationships with peers and supervisors, experience developing new programs, dependability, initiative, ability to take on responsibility and follow instructions, computer skills, and whether the reference would reemploy the candidate.

1. GUIDE FOR CONDUCTING TELEPHONE REFERENCE CHECK
FOR PROSPECTIVE EMPLOYEE
POSITION: DEPARTMENT:
NAME OF CANDIDATE:
NAME & TITLE OF REFERENCE: DATE OF CALL
EMPLOYER: TELEPHONE:
COMMITTEE MEMBER:
[Name] has applied for a position with [Department] and he/she gave us your name as a reference.
Is now a good time to talk as I will need about 10 – 15 minutes of your time? (If not) When can I call you
back?
Thank you for agreeing to speak with me.
1. How long have you known [Applicant Name] and in what capacity?
2. What was the nature of his/her job and how long did they work at your company?
3. What did you think of his/her quality of work? Give an example that describes the candidates'
abilities?
4. In your opinion, how does the candidate deal with a variety of assignments, changing priorities
and constant deadlines? Give an example of a stressful situation and how the candidate dealt
with it.
5. How would you assess his/her verbal and written communications skills? (on a scale of 1-5 with 5
being high)
6. How would you rate the candidate's analytical and problem solving skills? (on a scale of 1-5 with
5 being high)
7. Describe the candidate's working relationships with peers; in a team environment.

2. 8. Describe candidate's working relationships with supervisors.
9. What experience has the candidate had in developing new processes or programs for your
organization? Give candidate's specific involvement in the process.
10. Can you comment (and give a rating (on a scale of 1-5 with 5 being high) on his/her:
• Attendance and Dependability
• Initiative and follow-through
• Ability to take on responsibility
• Ability to follow instructions
• Computer Skills
11. What are the candidate's strengths?
12. What are the candidate's weaknesses?
13. Why did he/she leave the position?
14. Would you reemploy? Why?
15. Is there anything else you would like to comment on regarding (candidate's name) employment or
job performance?