How to Check References for a Tech Candidate
Reference calls are easy to skip and often reveal the one fact that saves you from a bad hire.
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Ask for the right references
Request former supervisors, not only friends. Ask for at least two people who watched the candidate work in the last few years. If the candidate was in business alone, ask for customers or suppliers they dealt with. If someone cannot name a single former boss, ask why.
A good question is how the candidate left their last job. People who left on good terms are usually easy to reach and happy to talk. Do not treat one bad review from a single reference as final, but do look for a pattern across several people.
Get permission
Tell the candidate you will contact the references, and get their go ahead. Rules on background checks and what you can ask about former employees differ by state, so check with your state labor agency or an attorney, especially if you use a third party screening company.
Prepare a short script
Introduce yourself, explain you are considering the person for a technician role, and ask if the reference has a few minutes. Then ask the same questions each time.
Keep the call short and friendly. Most references are doing you a favor, so thank them, and do not push for details they are not comfortable giving. Ten minutes is usually enough.
- How long did you work with them, and in what role?
- How was their technical skill compared with others?
- How did they get along with customers and coworkers?
- Were they reliable about showing up and being on time?
- Would you hire them again? Why or why not?
Listen for what is not said, and expect limited answers
A reference who hesitates, gives a short answer or avoids a direct question is telling you something. Follow up gently: "Is there anything you would want me to be ready for if I hired them?" Many people will share a concern if asked kindly.
If a reference says only nice things but sounds flat, ask for a specific example of a time the candidate handled a hard job. Real praise comes with a story. Vague praise often means the reference is being polite.
Some employers will only confirm dates and title. That is common and not a sign of a problem. Ask if there is anyone else who worked directly with the person and may be allowed to speak more freely.
Verify what you can, then record and decide
Check licenses with the state licensing agency, and verify any certifications they claim. Confirm the driving record if the job requires driving, following the rules that apply in your state. These checks are factual and keep your insurance happy.
For example, if the candidate says they hold a certain license, look it up in the state database instead of taking their word. If it does not show, ask politely. It might be a name mismatch, or it might be a problem you need to know about.
Write notes right after each call and keep them with the hiring file. Compare the references with your interview and ride along notes. If something conflicts, ask the candidate to explain. A good hire usually has a consistent story across all your sources.
Questions
What if a candidate has no good references?
Ask why. Some strong people have left bad shops. Look for a pattern, and weigh the ride along and other checks.
How many references are enough?
Two or three who actually supervised the work is plenty.
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Edit history
- Oct 29, 2026: Drafted by infinibell to our content guidelines.
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