Behavior Based Reference Check Guidelines

Behavioral-based questions can be asked of a final candidate’s former employers or colleagues. It is important to be prepared with questions before calling a reference and to listen carefully to what is and isn’t said in response to specific questions.

Remember to always start by telling the reference:

• Your name and title
• You are calling from University of Idaho
• The name of the candidate, and the title of the position
• You are authorized by the candidate to inquire about their previous employment and to call former supervisors, including this reference
• Time needed for the conversation (if now is not convenient, schedule a time to call back)
• Information will be kept private and not shared with the candidate

Additional Inquiry Guide

• When introducing yourself to the current to previous supervisor, do not state that the candidate has been ‘selected’, only that they are a finalist for a position.
• Consider whether performance problems reported by current or previous supervisors are in areas that might affect performance in the position you are filling and follow up.
• Be sure there is a job-related reason for asking specific questions.
• Do not ask any questions about characteristics that are protected by non-discrimination laws and policy, such as questions about gender, race, color, national origin, age, disability, religion, gender identity, gender expression, pregnancy, marital or parental status, military or veteran status or genetic information. U of I's Policy of Nondiscrimination is available online.
• Maintain a high level of confidentiality throughout the process. Do not delegate the additional inquiry responsibility to anyone outside the hiring process, and share information gathered only on a need-to-know basis.

Following is a sample inquiry form which provides a variety of possible competencies and behavioral-based interview questions that can be explored with references regarding a candidate’s past work-related performance. This list is not exhaustive, but should provide sufficient options for most student employment positions. Carefully consider the student position and the skills you are seeking for that position, then select 3-5 questions to ask of the former employer or colleague that directly relate to the needs of the position you are filling.

Please ensure that information received through additional inquiries are weighted in the same way for all candidates for which reference checks are completed. For example, a factor which disqualifies one candidate should be the basis for disqualifying any candidate. Document the information gathered from your reference check calls and include them in the search file maintained by the hiring department.

If you have any questions about the reference check process, including developing follow-up questions and how and whom you may share information collected from references, please be sure to contact the Workforce Diversity Office.

When reference checking, be sure to give a brief description of the position to the person giving the reference (current/former supervisors are in the best position to address work performance). Verify facts listed on the resume such as; position, responsibilities, years of service, reason for leaving. Make sure all questions are job related. Keep in mind that all information received is confidential.

Sample Additional Inquiry Form

Name of Candidate:
Position Title:
Reference Providers Name and Title:

1. Did you directly supervise, manage, or teach the candidate?
2. Please give detailed comments on the candidate's:
• Attendance and dependability
• Initiative and motivation to take on additional tasks
• Ability to get along with others
• Degree of supervision required
• Professionalism, teamwork and collaboration
• Overall attitude
3. Why did the candidate leave your organization (if applicable)?