Ask these. Know who you are hiring.
One question per H. What to listen for. What the red flags sound like. Including the one question you should always ask last.
Reference checks fail when you ask the wrong questions. Most referees are asked generic questions ("Was [name] reliable? Did they get on with the team?") and give generic answers. These questions are specific to the 3 H's. They are harder to deflect with vague positives. Ask them in a 15-minute call, not by email.
How to open the call: "Thanks for taking the time. I want to understand [name]'s working style. I'll ask you four specific questions. Please be as honest as you can — it helps [name] end up in a role where they will genuinely thrive." This framing removes the adversarial dynamic and makes honesty feel like a favour to the candidate.
Would you put [name] in the top 20% for consistent effort and output at your organisation? Give me a specific example.
Listen for
Immediate yes with a specific example. Enthusiasm in how they tell it. A story where [name]'s effort made a visible difference.
Red flag
Hesitation before answering. A vague positive (“They were always reliable”) with no example. Anything that sounds like they are being careful about what they say.
How did [name] respond the last time they received critical feedback? Walk me through what happened.
Listen for
A specific incident. The referee can recall it easily because it left an impression. [Name] responded without defensiveness. Changed something as a result.
Red flag
“They were always open to feedback” with no specific story. The referee pauses or softens their language noticeably. “They took it on board” with nothing that followed.
Did [name] ever take on responsibilities that were not in their job description without being asked? What happened?
Listen for
Specific initiative. The referee remembers it clearly. The motivation was the work itself rather than visibility or reward.
Red flag
Can't think of an example. The example given was prompted by a manager. “They always did their job really well” — excellent but different from hungry.
If you had the opportunity, would you rehire [name]?
An immediate, enthusiastic yes is the signal. Any hesitation, qualification, or pivot to talking about circumstances tells you something. Do not fill the silence — let them answer.
When the referee gets vague
"Oh, [name] was wonderful. Very reliable."
Your response: "That's great to hear. Can you give me a specific example of a time [name] showed that?"
Your response: "Take your time. I'm interested in a real example rather than a general impression." Then wait. The silence is information.
"Oh, I'd have to think about the circumstances..."
Your response: "Of course. What would give you pause?" Then listen carefully to what they actually say.
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