[{"data":1,"prerenderedAt":469},["ShallowReactive",2],{"document-reference-checking-form-D603":3},{"document":4,"label":29,"preview":11,"thumb":30,"thumb600":31,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":32,"breadcrumb":36,"related":42,"customDescModule":181,"customdescription":6,"mdFm":182,"mdProseHtml":468},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"Reference Check Control Form Applicant Name: Position: Personal references checked Reference One Name: Relationship: Address: Telephone: Date contacted: Method of contact: Notes: Reference Two Name: Relationship: Address: Telephone: Date contacted: Method of contact: Notes: Reference Three Name: Relationship: Address: Telephone: Date contacted: Method of contact: Notes: Employment references checked Reference One Name: Relationship: Address: Telephone: Date contacted: Method of contact: ",null,"Reference Checking Form","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/reference-checking-form-D603.png","https://templates.business-in-a-box.com/imgs/250px/603.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#603.xml",{"title":15,"description":6},"reference checking form",[17,20,23,26],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Hire an Employee","/templates/hire-employee/",{"label":24,"url":25},"Letters to Applicant","/templates//letters-to-applicant/",{"label":27,"url":28},"Background & Reference Check","/templates/background-reference-check/","Reference Checking Form Template","https://templates.business-in-a-box.com/imgs/400px/603.png","https://templates.business-in-a-box.com/imgs/600px/603.png",[33,17,20,23,26],{"label":34,"url":35},"Templates","/templates/",[37,38,39],{"label":34,"url":35},{"label":18,"url":19},{"label":40,"url":41},"Recruiting & Hiring","/templates/recruiting-and-hiring/",[43,47,51,55,59,63,67,71,75,79,83,87,91,107,123,138,151,167],{"label":44,"url":45,"thumb":46,"extension":10},"Request for Reference","/template/request-for-reference-D499","https://templates.business-in-a-box.com/imgs/250px/499.png",{"label":48,"url":49,"thumb":50,"extension":10},"Reference on Qualifications","/template/reference-on-qualifications-D604","https://templates.business-in-a-box.com/imgs/250px/604.png",{"label":52,"url":53,"thumb":54,"extension":10},"Personal Recommendation and Reference","/template/personal-recommendation-and-reference-D494","https://templates.business-in-a-box.com/imgs/250px/494.png",{"label":56,"url":57,"thumb":58,"extension":10},"Request for Character Reference","/template/request-for-character-reference-D497","https://templates.business-in-a-box.com/imgs/250px/497.png",{"label":60,"url":61,"thumb":62,"extension":10},"Request for Employment Reference","/template/request-for-employment-reference-D498","https://templates.business-in-a-box.com/imgs/250px/498.png",{"label":64,"url":65,"thumb":66,"extension":10},"Post-Employment Reference Policy","/template/post-employment-reference-policy-D726","https://templates.business-in-a-box.com/imgs/250px/726.png",{"label":68,"url":69,"thumb":70,"extension":10},"Reference Check Letter","/template/reference-check-letter-D601","https://templates.business-in-a-box.com/imgs/250px/601.png",{"label":72,"url":73,"thumb":74,"extension":10},"Reference Request and Release","/template/reference-request-and-release-D605","https://templates.business-in-a-box.com/imgs/250px/605.png",{"label":76,"url":77,"thumb":78,"extension":10},"Music Reference","/template/music-reference-D14012","https://templates.business-in-a-box.com/imgs/250px/14012.png",{"label":80,"url":81,"thumb":82,"extension":10},"Personal Reference Check Letter","/template/personal-reference-check-letter-D599","https://templates.business-in-a-box.com/imgs/250px/599.png",{"label":84,"url":85,"thumb":86,"extension":10},"Reference Check Phone Script","/template/reference-check-phone-script-D602","https://templates.business-in-a-box.com/imgs/250px/602.png",{"label":88,"url":89,"thumb":90,"extension":10},"Credit Reference Response","/template/credit-reference-response-D262","https://templates.business-in-a-box.com/imgs/250px/262.png",{"description":92,"descriptionCustom":6,"label":93,"pages":94,"size":9,"extension":10,"preview":95,"thumb":96,"svgFrame":97,"seoMetadata":98,"parents":100,"keywords":99,"url":106},"TRAINING EVALUATION FORM Training Title: _______________________ Date: _______________________ Instructor(s): _______________________ Please respond to the following statements with 'Yes', 'No', or 'Maybe': Content: The objectives of the training were clearly defined. Yes No Maybe The training content was relevant to my needs. Yes No Maybe The training material was organized and easy to follow. Yes No Maybe Instructor: The instructor was knowledgeable about the training topics. Yes No Maybe The instructor communicated clearly. Yes No Maybe The instructor encouraged participation and was responsive to questions. Yes No Maybe Presentation: The training aids (e.g., slides, handouts) were helpful. Yes No Maybe The examples used were relevant and illustrative. Yes No Maybe ","Training Evaluation Form","3","https://templates.business-in-a-box.com/imgs/1000px/training-evaluation-form-D13891.png","https://templates.business-in-a-box.com/imgs/250px/13891.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13891.xml",{"title":99,"description":6},"training evaluation form",[101,103],{"label":18,"url":102},"human-resources",{"label":104,"url":105},"Motivation & Appreciation","motivation-appreciation","/template/training-evaluation-form-D13891",{"description":108,"descriptionCustom":6,"label":109,"pages":110,"size":9,"extension":10,"preview":111,"thumb":112,"svgFrame":113,"seoMetadata":114,"parents":116,"keywords":121,"url":122},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Company Credit Account Approval TO WHOM IT MAY CONCERN: This will confirm that [Name] has been employed by [Company name] for approximately [Duration]. During his tenure of employment, he has displayed a unique ability to identify and solve problems. He has been instrumental in the streamlining our accounting department. His experience in the accounting and finance area has been a valuable asset, one which can be of great value to any company utilizing his services","Verification of Employment and Letter of Recommendation","1","https://templates.business-in-a-box.com/imgs/1000px/verification-of-employment-and-letter-of-recommendation-D501.png","https://templates.business-in-a-box.com/imgs/250px/501.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#501.xml",{"title":115,"description":6},"verification of employment and letter of recommendation",[117,118],{"label":18,"url":102},{"label":119,"url":120},"References & Recommendations","references-recommendations","verification employment letter recommendation","/template/verification-of-employment-and-letter-of-recommendation-D501",{"description":124,"descriptionCustom":6,"label":125,"pages":110,"size":9,"extension":10,"preview":126,"thumb":127,"svgFrame":128,"seoMetadata":129,"parents":131,"keywords":130,"url":137},"Performance Evaluation ","Performance Evaluation","https://templates.business-in-a-box.com/imgs/1000px/performance-evaluation-D694.png","https://templates.business-in-a-box.com/imgs/250px/694.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#694.xml",{"title":130,"description":6},"performance evaluation",[132,133,134],{"label":18,"url":102},{"label":104,"url":105},{"label":135,"url":136},"Customer Surveys","customer-surveys","/template/performance-evaluation-D694",{"description":139,"descriptionCustom":6,"label":140,"pages":110,"size":9,"extension":10,"preview":141,"thumb":142,"svgFrame":143,"seoMetadata":144,"parents":146,"keywords":145,"url":150},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":145,"description":6},"job offer letter long",[147,148],{"label":18,"url":102},{"label":21,"url":149},"hire-employee","/template/job-offer-letter-long-D12769",{"description":152,"descriptionCustom":6,"label":153,"pages":154,"size":9,"extension":10,"preview":155,"thumb":156,"svgFrame":157,"seoMetadata":158,"parents":160,"keywords":159,"url":166},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":159,"description":6},"employment agreement_at will employee",[161,162,163],{"label":18,"url":102},{"label":21,"url":149},{"label":164,"url":165},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":168,"descriptionCustom":6,"label":169,"pages":94,"size":9,"extension":10,"preview":170,"thumb":171,"svgFrame":172,"seoMetadata":173,"parents":175,"keywords":174,"url":180},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":174,"description":6},"non disclosure agreement nda",[176,177],{"label":164,"url":165},{"label":178,"url":179},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",false,{"seo":183,"reviewer":195,"legal_disclaimer":181,"quick_facts":199,"at_a_glance":201,"personas":205,"variants":226,"glossary":251,"fields":279,"how_to_fill":325,"common_mistakes":361,"faqs":378,"industries":403,"comparisons":420,"diy_vs_pro":433,"related_template_ids_curated":446,"schema":455,"classification":457},{"meta_title":184,"meta_description":185,"primary_keyword":186,"secondary_keywords":187},"Reference Checking Form Template (Free Word)","Free reference checking form template for hiring teams. Captures referee details, structured questions, ratings, and verbatim quotes to support defensible. Free Word and PDF download.","reference checking form template",[188,189,190,191,192,193,194],"reference check form template","employee reference check template","reference checking form free download","job reference check questions","candidate reference form","reference check template word","hiring reference form",{"name":196,"credential":197,"reviewed_date":198},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":200,"legal_review_recommended":181,"signature_required":181},"easy",{"what_it_is":202,"when_you_need_it":203,"whats_inside":204},"A Reference Checking Form is a structured document hiring teams use to conduct consistent, defensible reference calls for shortlisted candidates. This free Word download captures referee contact details, role context, standardized questions, numeric ratings, and verbatim quotes — giving every interviewer the same framework regardless of experience level.\n","Use it after a candidate clears final-round interviews but before an offer is extended. It applies to any role where external validation of past performance, conduct, or skills is material to the hiring decision.\n","Candidate and referee identification blocks, relationship and tenure fields, structured behavioral questions with rating scales, open-ended follow-up prompts, a re-hire eligibility field, and a summary recommendation section for the interviewer's overall assessment.\n",[206,210,214,218,222],{"title":207,"use_case":208,"icon_asset_id":209},"HR managers","Standardizing reference calls across a recruiting team to ensure consistency","persona-hr-manager",{"title":211,"use_case":212,"icon_asset_id":213},"Small business owners","Conducting reference checks without a dedicated HR function or process","persona-small-business-owner",{"title":215,"use_case":216,"icon_asset_id":217},"Hiring managers","Validating a finalist candidate's track record before extending an offer","persona-hiring-manager",{"title":219,"use_case":220,"icon_asset_id":221},"Staffing and recruitment agencies","Documenting reference outcomes before placing a candidate with a client employer","persona-staffing-agency",{"title":223,"use_case":224,"icon_asset_id":225},"Operations directors","Building a repeatable hiring process that reduces bad-hire risk across departments","persona-operations-director",[227,231,235,239,243,247],{"situation":228,"recommended_template":229,"slug":230},"Checking references for a senior or executive-level hire","Executive Reference Check Form","reference-check-letter-D601",{"situation":232,"recommended_template":233,"slug":234},"Verifying credentials and employment history only","Employment Verification Letter","verification-of-employment-and-letter-of-recommendation-D501",{"situation":236,"recommended_template":237,"slug":238},"Collecting written references from referees asynchronously","Reference Request Letter","reference-letter-D497",{"situation":240,"recommended_template":241,"slug":242},"Documenting a candidate's full pre-employment screening","Pre-Employment Screening Checklist","checklist-pre-employment-D567",{"situation":244,"recommended_template":245,"slug":246},"Evaluating internal candidates for a promotion","Employee Performance Evaluation Form","performance-evaluation-D694",{"situation":248,"recommended_template":249,"slug":250},"Conducting structured behavioral interviews before references","Interview Evaluation Form","training-evaluation-form-D13891",[252,255,258,261,264,267,270,273,276],{"term":253,"definition":254},"Reference Check","A pre-hire verification process in which a prospective employer contacts a candidate's former managers or colleagues to validate performance, conduct, and skills.",{"term":256,"definition":257},"Referee","The individual — typically a former manager, colleague, or client — who provides a professional reference on behalf of the candidate.",{"term":259,"definition":260},"Behavioral Question","An interview or reference question that asks for a specific past example of behavior, structured around the STAR method (Situation, Task, Action, Result).",{"term":262,"definition":263},"Re-Hire Eligibility","A direct question asking whether the previous employer would rehire the candidate — widely regarded as one of the most predictive single data points in a reference call.",{"term":265,"definition":266},"Rating Scale","A numeric scoring system — typically 1 to 5 — applied to specific competencies so that references from multiple sources can be compared objectively.",{"term":268,"definition":269},"Verbatim Quote","A word-for-word record of a notable statement made by the referee, preserved to support or justify the hiring decision if challenged.",{"term":271,"definition":272},"Consent to Reference Check","Written or verbal authorization from the candidate permitting the prospective employer to contact named referees and discuss their employment history.",{"term":274,"definition":275},"Structured Reference Check","A reference call conducted using a fixed set of standardized questions asked of every referee, enabling valid comparisons across candidates.",{"term":277,"definition":278},"Employment Gap","A period in a candidate's work history with no recorded employer — often surfaced during reference calls when tenure dates do not match the candidate's stated dates.",[280,285,290,295,300,305,310,315,320],{"name":281,"plain_english":282,"sample_language":283,"common_mistake":284},"Candidate and position details","Records the candidate's full name, the role they applied for, and the hiring manager conducting the check.","Candidate Name: [FULL NAME] | Position Applied For: [JOB TITLE] | Reference Check Conducted By: [INTERVIEWER NAME] | Date: [DATE]","Omitting the position title — when a candidate applied for multiple roles or the file is reviewed weeks later, it is impossible to tell which reference check corresponds to which hiring decision.",{"name":286,"plain_english":287,"sample_language":288,"common_mistake":289},"Referee contact information","Captures the referee's name, current employer, job title, phone number, email, and the best time to call.","Referee Name: [FULL NAME] | Company: [EMPLOYER] | Title: [JOB TITLE] | Phone: [NUMBER] | Email: [EMAIL] | Best Time to Reach: [TIME / TIMEZONE]","Recording only the referee's name and phone number. Without a current employer and title, you cannot verify the professional relationship or detect whether the candidate coached someone to pose as a former manager.",{"name":291,"plain_english":292,"sample_language":293,"common_mistake":294},"Relationship and tenure","Documents how the referee knew the candidate — direct manager, peer, skip-level, or client — and the period of the working relationship.","Relationship to Candidate: [Direct Manager / Peer / Client / Other] | Dates of Working Relationship: [FROM DATE] to [TO DATE] | Direct Report: [Yes / No]","Not recording the relationship type. A glowing reference from a peer carries different weight than one from a direct manager, and interviewers need the context to interpret the feedback correctly.",{"name":296,"plain_english":297,"sample_language":298,"common_mistake":299},"Role and responsibilities confirmation","Asks the referee to confirm the candidate's actual job title and describe their primary responsibilities, cross-referencing what the candidate stated on their résumé.","What was [CANDIDATE NAME]'s job title and primary responsibilities during your time working together? | Referee Response: [VERBATIM RESPONSE]","Skipping this field and jumping directly to performance questions. Résumé inflation in job titles and scope is common — the referee's description often differs meaningfully from the candidate's own.",{"name":301,"plain_english":302,"sample_language":303,"common_mistake":304},"Structured performance questions with ratings","A set of standardized behavioral questions — typically four to six — each followed by a 1-to-5 rating scale and space for the referee's verbatim answer.","Describe a situation where [CANDIDATE NAME] had to manage a competing priority under time pressure. How did they handle it? | Rating (1–5): [SCORE] | Response: [VERBATIM RESPONSE]","Asking only open-ended questions with no numeric rating. Without a scale, it is impossible to compare two referees' assessments of the same candidate or to compare candidates against each other.",{"name":306,"plain_english":307,"sample_language":308,"common_mistake":309},"Strengths and development areas","Two dedicated fields prompting the referee to name specific strengths and at least one area where the candidate had room to grow.","What would you say are [CANDIDATE NAME]'s top two or three strengths in the workplace? | In what areas did you see the most opportunity for [CANDIDATE NAME] to develop?","Accepting vague strengths like 'hardworking' or 'good with people' without probing for a specific example. Vague answers add noise, not signal — always follow up with 'Can you give me a specific instance?'",{"name":311,"plain_english":312,"sample_language":313,"common_mistake":314},"Re-hire eligibility","A direct yes/no question — and a follow-up if the answer is no — asking whether the previous employer would rehire the candidate.","Would you rehire [CANDIDATE NAME] if given the opportunity? | [Yes / No / Yes, with reservations] | If not, or with reservations, please explain: [RESPONSE]","Not following up when the referee says 'yes, with reservations.' The reservation is almost always the most important piece of information in the entire call.",{"name":316,"plain_english":317,"sample_language":318,"common_mistake":319},"Reason for leaving","Asks the referee to confirm or clarify why the candidate left the organization, cross-checking the candidate's stated reason.","Do you know why [CANDIDATE NAME] left [COMPANY]? Does that align with what they may have shared with you? | Referee Response: [VERBATIM RESPONSE]","Treating the candidate's stated reason as confirmed fact without asking the referee. Discrepancies between the two accounts are a significant flag that rarely surfaces any other way.",{"name":321,"plain_english":322,"sample_language":323,"common_mistake":324},"Overall recommendation and interviewer notes","A summary block for the interviewer to record an overall recommendation (strong hire / hire / do not hire), key themes from the call, and any concerns to flag for the hiring team.","Overall Recommendation: [Strong Hire / Hire / Hire with Reservations / Do Not Hire] | Key Themes: [SUMMARY] | Concerns to Escalate: [NOTES]","Leaving the recommendation field blank and filing the form without a clear outcome. Without a documented recommendation, the reference check adds paperwork but not decision support.",[326,331,336,341,346,351,356],{"step":327,"title":328,"description":329,"tip":330},1,"Confirm candidate consent before contacting any referee","Verify that the candidate has authorized reference checks in writing — typically via the job application or a consent line in the offer process. Never contact a referee before consent is confirmed.","Note the date and method of consent in the form header. If a candidate objects to a specific referee being contacted, document that too.",{"step":332,"title":333,"description":334,"tip":335},2,"Complete the candidate and position header","Enter the candidate's full name, the role applied for, and the name of the person conducting the check. Date-stamp the form before the call begins.","Use the exact job title from the job posting, not an informal version — this makes the form defensible if a hiring decision is later questioned.",{"step":337,"title":338,"description":339,"tip":340},3,"Fill in referee contact and relationship fields before the call","Enter the referee's name, employer, title, and contact details using the information provided by the candidate. Record the relationship type and the dates of their working overlap.","Verify the referee's current employer on LinkedIn before the call to confirm the professional relationship is legitimate.",{"step":342,"title":343,"description":344,"tip":345},4,"Conduct the call using the structured question set in sequence","Ask each behavioral question in order, allow the referee to answer fully before moving on, and record both a numeric rating and a verbatim summary for each response.","Silence is a technique — after a referee finishes answering, wait three to five seconds before moving to the next question. Additional detail often follows.",{"step":347,"title":348,"description":349,"tip":350},5,"Probe the re-hire eligibility answer","If the answer is 'yes with reservations' or 'no,' ask a direct follow-up: 'What specifically gives you pause?' Record the response verbatim, even if it is brief.","Referees who decline to explain a 'no' on re-hire are themselves a signal. Note the refusal in the concerns field.",{"step":352,"title":353,"description":354,"tip":355},6,"Complete the summary recommendation immediately after the call","Fill in the overall recommendation, key themes, and any concerns while the conversation is fresh. Do not leave this section for later.","If two referees give materially different assessments of the same candidate, flag it explicitly rather than averaging — the discrepancy itself is relevant information.",{"step":357,"title":358,"description":359,"tip":360},7,"File the completed form with the candidate's hiring record","Save the signed form to the candidate's file alongside interview notes and the offer letter. Retain it for the duration required by your jurisdiction's employment record-keeping rules.","In most jurisdictions, retaining hiring documents for a minimum of one to two years after the hire decision is standard practice for defensibility.",[362,366,370,374],{"mistake":363,"why_it_matters":364,"fix":365},"Contacting referees without the candidate's consent","Reference checks conducted without consent can expose the employer to privacy complaints and, in some jurisdictions, legal liability under data protection law.","Include a consent clause in the job application and confirm authorization in writing before initiating any reference call.",{"mistake":367,"why_it_matters":368,"fix":369},"Asking only one referee and treating it as sufficient","A single reference provides one perspective — which may reflect a personal relationship, a conflict, or an incomplete view of the candidate's performance across roles.","Contact at least two referees for any role, and three for senior or leadership positions. Require at least one to be a direct former manager.",{"mistake":371,"why_it_matters":372,"fix":373},"Accepting vague positive responses without probing for specifics","Referees default to positive generalities — 'great team player,' 'really dedicated' — which give you no actionable information about the candidate's actual performance.","Follow every general statement with 'Can you give me a specific example of that?' until you have a concrete situation, action, and result.",{"mistake":375,"why_it_matters":376,"fix":377},"Not documenting verbatim quotes","If a hiring decision is challenged, paraphrased notes are far weaker evidence than a direct record of what the referee actually said.","Record at least one verbatim quote per call in the designated field, particularly for any statement — positive or negative — that influenced the overall recommendation.",[379,382,385,388,391,394,397,400],{"question":380,"answer":381},"What is a reference checking form?","A reference checking form is a structured document that guides hiring teams through a standardized reference call. It captures the referee's contact details and relationship to the candidate, records answers to behavioral questions with numeric ratings, notes the referee's position on re-hire eligibility, and documents an overall hiring recommendation. Using a consistent form ensures every candidate is assessed against the same criteria.\n",{"question":383,"answer":384},"When should a reference check be conducted?","Reference checks are typically conducted after a candidate has cleared final-round interviews but before a formal offer is extended. This sequencing means you invest reference-check time only in serious finalists, while still giving yourself the opportunity to factor the results into the offer decision or withdraw consideration if concerns arise.\n",{"question":386,"answer":387},"How many references should I check?","Two references is a common minimum for most roles. For senior, management, or executive positions, three references — with at least two being former direct managers — provides a more complete picture. Checking only one reference leaves you reliant on a single perspective that may not be representative of the candidate's broader track record.\n",{"question":389,"answer":390},"What questions should I ask on a reference call?","Effective reference questions focus on specific past behavior rather than hypotheticals. Ask the referee to describe the candidate's primary responsibilities, give an example of how they handled a difficult situation, name their top strengths and a development area, explain the reason for leaving, and state whether they would rehire the candidate. Behavioral questions tied to the role's key competencies give the most useful signal.\n",{"question":392,"answer":393},"Is a reference check legally required before hiring?","In most private-sector roles, reference checks are not legally mandated. However, certain regulated industries — healthcare, childcare, financial services, and government contracting — may require background screening that includes employment verification. Even where not required, documented reference checks protect employers from negligent-hiring claims if a new employee causes harm that a reasonable check would have flagged.\n",{"question":395,"answer":396},"What should I do if a referee refuses to provide information?","Some employers instruct managers to confirm only job title and dates of employment due to legal caution. If a referee declines to answer substantive questions, note the refusal in the form and treat it as a data point. You can ask whether there is anything that would prevent them from recommending the candidate — a hesitation or refusal to answer that question is itself informative. Consider requesting an additional referee.\n",{"question":398,"answer":399},"Can I use the same reference check form for every role?","A standard form works well for most individual-contributor roles. For management or executive hires, add competency-specific questions around leadership, team development, and decision-making under uncertainty. For technical roles, include a question asking the referee to assess specific skills or tools. A modular form with a standard core and optional role-specific sections serves most organizations well.\n",{"question":401,"answer":402},"How long should I retain completed reference check forms?","Retain completed forms as part of the candidate's hiring record for at least one to two years after the hire decision in most jurisdictions — longer if local employment law requires it. For candidates who were hired, keep the form for the duration of their employment plus any applicable post-employment retention period. Check your local data protection and employment record-keeping rules for the exact requirement.\n",[404,408,412,416],{"industry":405,"icon_asset_id":406,"specifics":407},"Technology / SaaS","industry-saas","Reference calls for engineering and product roles focus on technical judgment, code quality, and how the candidate handles rapid scope changes or technical disagreements.",{"industry":409,"icon_asset_id":410,"specifics":411},"Healthcare","industry-healthtech","Clinical and administrative hires often require mandatory reference checks; questions cover patient care standards, compliance behavior, and conduct under high-stress conditions.",{"industry":413,"icon_asset_id":414,"specifics":415},"Financial Services","industry-fintech","References for regulated roles must probe ethics, accuracy under pressure, and any history of regulatory incidents — and must be retained to satisfy compliance audit requirements.",{"industry":417,"icon_asset_id":418,"specifics":419},"Professional Services","industry-professional-services","Client-facing roles require questions on relationship management, discretion with confidential information, and the ability to manage competing client demands simultaneously.",[421,424,427,430],{"vs":249,"vs_template_id":422,"summary":423},"interview-evaluation-form-D628","An interview evaluation form documents the hiring team's internal assessment of a candidate during structured interviews. A reference checking form captures external validation from former employers. The two documents serve different stages of the hiring process and should both be retained — the evaluation form documents what the candidate claimed; the reference form documents what others observed.",{"vs":233,"vs_template_id":425,"summary":426},"employment-verification-letter-D12742","An employment verification letter confirms factual employment data — dates, title, and salary — without qualitative assessment. A reference checking form goes further, capturing behavioral examples, ratings, and a re-hire recommendation. Verification confirms history; a reference check evaluates performance and character.",{"vs":428,"vs_template_id":238,"summary":429},"Reference Letter","A reference letter is a written statement the referee prepares and sends directly — it is the referee's narrative, not a structured assessment. A reference checking form guides a live call with standardized questions and ratings, giving the interviewer more control over what is covered. Letters are easier for referees to keep vague; structured calls are harder to deflect.",{"vs":245,"vs_template_id":431,"summary":432},"employee-performance-evaluation-form-D1029","An employee performance evaluation form is used internally to assess an existing employee against role expectations, typically on an annual cycle. A reference checking form is used externally during pre-hire screening to gather a former employer's assessment of a candidate. The former tracks ongoing development; the latter informs a one-time hiring decision.",{"use_template":434,"template_plus_review":438,"custom_drafted":442},{"best_for":435,"cost":436,"time":437},"HR teams, hiring managers, and small business owners conducting standard pre-hire reference checks","Free","10 minutes to prepare, 20–30 minutes per reference call",{"best_for":439,"cost":440,"time":441},"Organizations adding role-specific competency questions or operating in regulated industries","$100–$300 for an HR consultant review","1–2 days",{"best_for":443,"cost":444,"time":445},"Enterprise HR teams building fully branded, ATS-integrated reference check workflows","$500–$2,000 for custom HR systems configuration","1–3 weeks",[250,234,230,246,447,448,449,450,451,452,453,454],"job-offer-letter-long-D12769","employment-agreement_at-will-employee-D541","non-disclosure-agreement-nda-D12692","employee-handbook-D712","employee-dismissal-letter-D508","independent-contractor-agreement-D160","employment-agreement-executive-D543","barista-job-description-D13535",{"emit_how_to":456,"emit_defined_term":456},true,{"primary_folder":102,"secondary_folder":458,"document_type":459,"industry":460,"business_stage":461,"tags":462,"confidence":467},"recruiting-and-hiring","form","general","all-stages",[463,464,459,465,466],"recruiting","hiring","reference-checking","candidate-evaluation",0.95,"\u003Ch2>What is a Reference Checking Form?\u003C/h2>\n\u003Cp>A \u003Cstrong>Reference Checking Form\u003C/strong> is a structured document that guides hiring teams through a standardized reference call for shortlisted candidates. It captures the referee's contact details, their relationship to and tenure with the candidate, answers to behavioral questions scored on a rating scale, verbatim quotes, re-hire eligibility, and an overall hiring recommendation. Rather than relying on an interviewer's memory or improvised questions, the form ensures every reference call covers the same ground — making it possible to compare candidates objectively and document the basis for the final hiring decision.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Unstructured reference calls — where the interviewer asks whatever comes to mind — routinely miss the questions that matter most, leave no defensible paper trail, and produce results that vary based on who made the call rather than the candidate's actual record. A missed re-hire flag or an undocumented concern about a candidate's conduct can translate into a costly bad hire, or worse, a negligent-hiring liability if the employee later causes harm that a reasonable check would have surfaced. This template gives every member of your hiring team the same structured framework, ensures no critical field is skipped, and produces a file-ready record that protects the organization if a hiring decision is ever challenged.\u003C/p>\n",1781186026774]