A reference check can clarify specific application information. It is one source, not a definitive judgement of character or future success. The previous workplace may also differ considerably from the new role.
I would start only with a clear question relevant to the job.
Agree the approach first
Before contacting a referee, obtain the applicant’s freely given permission covering the person, purpose and topics. Do not unexpectedly contact the current employer. Establish how information is processed, who sees it and retention periods. Asking permission does not replace the rest of responsible data handling.
Four specific questions
- During which period and in what role did you work with the applicant?
- Which relevant tasks did you personally observe?
- Can you describe how the applicant handled a problem?
- What support or working arrangements helped with those tasks?
Ask about concrete observations. General praise or criticism without context provides little evidence.
How should you use the answers?
Separate facts, opinions and uncertainty. Clarify issues with the applicant before concluding. An unavailable referee says nothing about suitability.
The Belgian Data Protection Authority provides workplace privacy information. Align your approach with applicable rules.
Combine the check with job-related CV assessment and a structured interview.
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