Managing a team isn’t just about hiring the right people—it’s about setting them up for success, keeping them engaged, and knowing how to navigate every stage of their journey. Hiring to Retiring is your go-to guide for mastering the entire employee lifecycle, from recruiting and onboarding to retention, performance management, and offboarding. Whether you’re looking to build a strong team culture, reduce turnover, or handle tough staffing decisions with confidence, this series delivers actionable insights and best practices to help restaurant operators lead with success.

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The Underestimated Power of Reference Checks

Many managers treat reference checks as a formality, but done correctly, they’re a vital tool to validate your impressions and protect your restaurant from hiring mistakes. The key is knowing what to ask—and what to avoid.

Setting the Stage for a Productive Reference Check

• Get Permission: Always have the candidate’s consent before contacting references.
• Prepare Your Questions: Focus on job-related inquiries, not personal life.
• Speak to Direct Supervisors: Aim to connect with someone who managed the candidate, not just a peer.

Questions That Yield Real Insight

1. “Can you confirm the candidate’s job title and dates of employment?”
   • Start with simple verification.
2. “What were their primary responsibilities?”
   • Cross-reference with the resume.
3. “How would you describe their work ethic and attitude?”
   • Listen for specific examples.
4. “How did they handle high-pressure or busy shifts?”
   • Crucial for restaurant environments.
5. “What was their interaction like with guests and other staff?”
   • Team fit and customer service aptitude.
6. “Were there any areas where they needed coaching or improvement?”
   • A tactful way to uncover potential concerns.
7. “Would you rehire this person?”
   • One of the most telling questions you can ask.

Topics to Avoid (Off-Limits Areas)

It’s critical to avoid questions that could be deemed discriminatory or in violation of employment law. Steer clear of inquiries related to:

• Personal details like age, marital status, religion, or health conditions
• Race, ethnicity, or nationality
• Gender identity or sexual orientation
• Disabilities

For more on what you can and can’t legally ask, review this helpful guide from the U.S. Equal Employment Opportunity Commission (EEOC) and this overview from SHRM on reference check compliance.

Tips for Getting Honest Answers

• Create a conversational tone: People open up more in relaxed discussions.
• Ask follow-up questions: Dig a little deeper if you sense hesitation.
• Listen for what’s not said: Short, vague responses can sometimes signal hidden concerns.

Reference checks are a powerful confirmation tool when done right. By asking thoughtful, job-focused questions, you can gain valuable insights that help you make smarter hiring decisions—and build a stronger, more cohesive team.