FreelanXReference check form
Eight open questions that get beyond "yes, they were good", linked to the competencies of your scorecard, with a short summary.
Candidate: [Name] · Role: [Role] · Referee: [Name, title, company] · Relationship: [Manager / client / peer] · Date: [Date] · Checked by: [Name]
- In what context did you work with [Candidate], for how long, and what was your role?
- What were [Candidate]'s main responsibilities or deliverables?
- What did [Candidate] do particularly well? Can you give an example?
- Where could [Candidate] improve? What support helped them?
- How did [Candidate] handle a deadline or a disagreement?
- How would you rate [Candidate]'s [competency from the scorecard] from 1 to 4, and why?
- Would you work with [Candidate] again? In what kind of role?
- Is there anything else we should know to help [Candidate] succeed?
- Confirms the outcomes in the CV: Yes / Partly / No
- Strengths heard: [ ]
- Points to explore: [ ]
Step by step
- 1Ask the candidate for two referees and their consent.
- 2Call rather than email: tone and hesitations matter.
- 3Record facts, not impressions, and file the form with the hiring decision.
Watch-outs
What changes from one country to another, with the legal source.
References are personal data: tell the candidate, collect only what is necessary and keep it for a limited time.
GDPR, art. 5 and 13-14A reference given must be true, accurate and fair; the referee owes a duty of care.
Spring v Guardian Assurance [1994] UKHL 7Several states and cities restrict questions on salary history, including from referees.
For example California Labor Code § 432.3Legal references checked on 15 Oct 2026. Rules change: check the source before you rely on it.
Questions people ask
Is it free?
Yes. Every template is free to read and copy: no sign-up, no email, no download.