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Free HR Manager Reference Check Template | Download Now!

Don't overlook the importance of conducting a reference check when hiring an administrative assistant. Our guide outlines key areas to assess and provides helpful questions to guide your conversations with references.
What's Included in the Download? 
Screenshots of the word document template, showing 3 pages.
  • Fully Editable Word Document
  • Candidate Details Section
  • Referee Details Section
  • Easy To Fill Form Fields
  • Job Specific Reference Guide
  • Things to Consider Checklist

Reference Guide 📖

When doing a reference check for a human resources manager, it's important to look for candidates who have demonstrated strong leadership and communication skills, as well as the ability to work effectively with different types of people. You should also look for evidence of the candidate's ability to problem-solve and adapt to new challenges, as well as their track record of contributing to team projects and initiatives.

Additionally, you should seek references who can speak to the candidate's ability to handle conflict, provide and receive feedback, and handle confidential or sensitive information.

Finally, you should also ask about the candidate's work style and approach to work, including their punctuality, dependability, and ability to handle pressure or difficult situations. By paying close attention to these factors during the reference check process, you can help ensure that you select a human resources manager who will be a valuable asset to your organization.

Click To Copy Questions 🙋

Question 1

How would you describe the candidate's work style and approach to problem-solving?

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Question 2

How would you describe the candidate's work style and approach to problem-solving?

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Question 3

How did the candidate handle conflict or difficult situations with coworkers or customers?

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Question 4

How did the candidate handle feedback and constructive criticism?

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Question 5

Did the candidate receive any awards, promotions, or special recognition while working with your organization? If so, could you describe the circumstances and the candidate's role in achieving these accomplishments?

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Question 6

How did the candidate contribute to team projects and initiatives?

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Question 7

Was the candidate receptive to feedback and coaching? How did they incorporate feedback into their work?

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Question 8

Did the candidate demonstrate an ability to learn and adapt to new challenges and responsibilities?

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Question 9

How did the candidate handle confidential or sensitive information in their role?

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Question 10

Could you describe the candidate's communication skills and their ability to work with different types of people?

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Question 11

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Question 11

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Question 12

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Question 13

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Question 14

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Question 15

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Red Flags ⛳

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Unclear or inconsistent answers toquestions about the candidate's skills, experience, or qualifications
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Lack of enthusiasm or hesitation whendiscussing the candidate's potential fit for the role
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Lack of detailed knowledge about thecandidate's work history or responsibilities
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Information thatcontradicts what the candidate has shared during the hiring process, such asemployment dates or job titles.
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Any indication of unethical or inappropriate behavior, such as dishonesty, harassment, or violation of company policies
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Consistent and clearanswers to questions about the candidate's skills, experience, andqualifications.
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Enthusiastic endorsements of the candidate's fit for the role and potential for success in the position.
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Detailed knowledge about the candidates work history, accomplishments, and areas of expertise
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Reports of the candidate's strong work ethic, reliability, and ability to work independently or as part of a team.
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Strong endorsements from multiple references, particularly those who have worked closely with the candidate.