Reference check
Structured digital reference check from previous employers
Reference checks help you build a complete picture of the candidate and how they would fit into your team. The candidate provides referees from previous assignments and employment. These receive an email requesting them to complete a structured form with questions related to the candidate's work capacity, collaboration skills, etc.
Why it matters
More than a gut feeling
Reference checks are often the final step before a job offer, but in practice they tend to be brief phone calls and unstructured chats. It's time-consuming and difficult to compare across candidates. With digital reference checks, references complete a standardised form with ratings on a scale from 1 to 5 plus open-ended responses. You get a clearer and more comparable picture without spending hours on the phone.
- Standardised assessments
References score the candidate on collaboration, efficiency, responsibility, stress management, adaptability, punctuality, motivation and initiative, among other things, with the option to indicate they don't have sufficient basis to assess a particular point.
- Open-ended feedback
Questions about strengths, development areas and collaboration patterns give you the qualitative insight that numbers don't capture.
- Complete picture
Each reference contributes their part, and you get the sum in one structured report that's easy to read.
Slik virker det
Candidate provides references: The candidate provides contact details for previous employers.
Digital invitation sent: Each reference receives a secure invitation via email.
Structured feedback: The referee first confirms job title and employment period against what the candidate has stated, then answers standardised questions.
Consolidated report: You receive one consolidated report with all feedback.
What's included
What we check
- Up to four previous employers from the last ten years
- Standardised assessments on collaboration, responsibility, motivation and more
- Open-ended responses on strengths, development areas and collaboration patterns
- Digital and GDPR-compliant from start to finish
Why it works
What you get
Structured insight
Standardised questions produce more comparable responses and reduce the scope for random impressions or bias in how references are assessed.
Save time for everyone
References respond when it suits them, and you avoid coordinating phone interviews. The result is a faster recruitment process without compromising quality.
Complements the Employment history check
While the Employment history check confirms that the candidate was actually employed, the reference check gives you insight into what it was like to have the candidate in the role.
Frequently asked questions
What is the difference between a reference check and a background check?
A reference check gathers subjective impressions from people the candidate has chosen themselves. A background check verifies testable facts against the source - identity, education, employment history. They answer different questions and don't replace each other.
What questions should you ask in a reference check?
Ask the same questions to all references for the same role, so the answers can be compared. Ask about concrete behaviour rather than general impressions: what the person actually did, how they handled a difficult situation, how the collaboration worked. Right Person sends a structured form, so the questions are the same every time.
Does the candidate need to consent to a reference check?
Yes. The candidate provides the references who may be contacted, and should know they will be contacted. Calling a former manager the candidate hasn't listed is processing of personal data without legal basis.
How long does a reference check take?
It depends on how quickly the references respond. The form is sent out immediately, and most respond within a few days. The system sends automatic reminders, so you don't have to follow up manually.
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