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QUESTIONS TO ASK A REFERENCE
Warm-up questions
To start, the reference checker should find out about the reference and his or her background, looking for something that the reference checker and the reference have in common.
For example, the reference checker might say to the reference, "I understand that you went to N.Y.U.; so did I. Did you know Professor Smith?" If the reference checker can establish a rapport with the reference, it will increase the likelihood of eliciting more insightful information about the candidate.
Questions to ask include:
• How long have you known the candidate?
• Did you hire the candidate? If so, why did you hire him or her?
• Have you been the candidate's principal supervisor? If not, who else has supervised his or her work?
Resume-verification and interview-verification questions
• How long has the candidate worked for you, for the department or firm?
• What was the candidate's title or position in your department?
• What were the candidate's overall responsibilities? Did these change over time?
• What matters did the candidate work on within the department? What were his or her most recent work assignments?
• On which specific matters has the candidate worked?
Evaluative and management-related questions
The reference checker should set the stage by describing his or her department, the candidate's future responsibilities, and the reference checker's expectations. For example, "Now that I have outlined the position and my expectations, I would like your insights about the candidate's strengths and weaknesses in order to use his (or her) skills most effectively."
Questions include:
• How does the candidate work in a group environment? Does he or she work well under pressure?
• How does the candidate relate to non-lawyers and support staff?
• What can you point to as the candidate's most significant accomplishment in the department?
• How would you compare the candidate's overall performance with that of others who have held the same or a similar position?
• What would you characterize as the candidate's strongest professional and personal attributes? What are his or her weakest attributes?
• What professional and personal areas do you feel that the candidate needs to improve upon?
• How did the candidate get along with others – supervisors and attorneys – in the department?
• How did the candidate get along with others outside the organization – outside lawyers, opposing counsel, and clients?
• Did the client have any responsibility in supervising other attorneys? How well did he or she perform this function?
• How would you rate the candidate in the following areas: maturity, responsibility, organizational ability, initiative, communication skills?
• Was the candidate a hard worker?
• How does he or she respond to criticism?
• How would you rate the candidate's potential for growth if he or she had stayed in your department?
• In what areas does the candidate excel?
• How has the candidate grown as an attorney?
Other questions
• Do you like the candidate? Will you be sorry to see him or her leave? Will you replace him or her? Was the candidate fired? Why was he or she selected?
• For the previous employer: Why did the candidate leave your organization? Would he or she be eligible for re-employment today if you had a suitable need?
• Is there anything that you know about the candidate that would preclude his or her employment with us?
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