Reference check form
A reference check form is filled out by a candidate's former employer, manager, or referee — not by the candidate themselves. It captures the referee's name and title, how long they knew or worked with the candidate, whether they would rehire them, the candidate's key strengths, and areas for improvement. Answers are the referee's subjective opinion and are not independently verified by this product.
The form beside this text is live. Fill it in and submit it — it validates exactly as it would for a real respondent, and saves nothing.
Structured questions yield comparable feedback
A free-form email yields rambling text hard to compare across candidates. Specific fields make it faster to read and easier to weigh multiple references side by side.
"Would rehire" is the litmus test
Even if a referee praises someone's work, an "Unsure" or "No" on rehire is a signal worth probing further in interviews.
No card required.
Reference Check Form
Live previewHow to build this form
7 steps in the editor. Nothing here needs a paid plan.
- Add a text field for the referee's full name.
- Add a text field for the referee's job title and company.
- Add a text field for the candidate's name.
- Add a text field for the candidate's employment dates or relationship.
- Add a radio field for "Would you rehire this candidate?" with options Yes, No, and Unsure.
- Add a required textarea for the candidate's key strengths.
- Add an optional textarea for areas where the candidate could improve.
Fields in this form
7 fields, using 3 of the 19 field types available.
| Question | Field type | Required |
|---|---|---|
| Referee full name | Short text | Yes |
| Referee title and company | Short text | Yes |
| Candidate name | Short text | Yes |
| How you know the candidate (dates, role, relationship) | Short text | Yes |
| Would you rehire this candidate? | Radio buttons | Yes |
| Key strengths and accomplishments | Long text | Yes |
| Areas for improvement (optional) | Long text | Optional |
What goes wrong with this form
Specific to a reference check form, not general advice about forms.
Assuming the answers are independently verified facts
The form records the referee's opinion only. Answers are not verified, and the referee's identity is not confirmed. Treat reference checks as one data point, not proof.
Asking the candidate to fill in their own references
The candidate can coach their referees or select only those who will say glowing things. Always send the form directly to the referee.
Skipping the "Would you rehire?" question
This single question often reveals more than paragraphs of praise.
Questions about this form
Can I verify the referee's identity?
This form does not verify who filled it out. The answers are the referee's opinion and are not independently verified. Consider calling the provided phone number separately to confirm they actually work there, especially for senior roles.
Are these answers confidential?
The form collects feedback from the referee. Many organisations share reference checks with candidates after hiring; some keep them confidential. Decide your policy and communicate it to both the referee and candidate.
Is this form a substitute for background checks?
No. A reference check is one data point and is not a substitute for background checks, skills assessments, or formal due diligence.