Why Thoughtful References Matter Even More in 2026

Hiring has become significantly faster over the last few years.

Candidates now have access to tools that can help polish resumés, improve LinkedIn profiles, prepare interview responses and tailor applications in minutes. In many ways, that's not a bad thing. Technology is helping people present themselves professionally and move through hiring processes more efficiently.

At the same time, hiring teams need new ways to understand the person behind the application. While resumés, profiles and interviews remain important, employers are increasingly looking for additional context around communication style, working relationships and real-world performance.

That's part of why thoughtful reference checks matter more than ever.

Not because hiring teams are trying to catch candidates in a mistake, but because hiring decisions benefit from a fuller picture. References create an opportunity to better understand how someone works, how they collaborate with others and what they may bring to a team beyond what's captured on paper.

‍

What references validate that AI can't

A resumé tells you what someone has done. An interview tells you how they talk about it. A reference tells you how it actually looked from the outside — and that perspective is genuinely hard to get anywhere else in the hiring process.

A former manager, colleague or direct report can often speak to things that no application or interview can fully capture:

• How the person responded when priorities shifted  
• How they communicated during challenging situations  
• How they approached feedback and professional growth  
• How they built relationships with colleagues and stakeholders  
• How their responsibilities translated into day-to-day impact  

References are often where employers gain a clearer understanding of how experience shows up in practice. Rather than simply confirming what a candidate has done, they can help explain how that work was delivered and what made the individual successful.

‍

Validating references

Most references are positive. That's expected because candidates typically choose people who know their work and can speak to it confidently.

The more useful question isn't whether a reference has positive things to say. It's whether they can provide meaningful insight based on firsthand experience.

Strong references tend to offer specific examples. Someone who worked closely with a candidate for several years can usually recall projects, challenges, successes and moments of growth with ease. That level of detail often provides some of the most valuable context in the entire hiring process.

A little preparation before the conversation can also help ensure you're gathering feedback from someone who genuinely understands the candidate's work:

• Where possible, confirm the reference's contact information aligns with the organization the candidate listed  
• Review LinkedIn profiles to verify reporting relationships and tenure  
• Ensure employment dates overlap appropriately  
• Ask how closely they worked together and in what capacity  

Think of it as creating the foundation for a more meaningful conversation. The more confidence you have in the relationship being discussed, the more valuable the feedback becomes.

‍

How to make conversations with references feel more natural

While reference checks are sometimes completed through web forms or email, live conversations offer something structured formats can’t always capture. Where possible, consider doing references by phone or video, and use these tips to make the conversation feel more natural.

The strongest reference conversations rarely feel scripted. People are often more open when they feel their perspective is genuinely valued and when the conversation feels respectful and conversational. Rather than moving through a rigid checklist, it can help to:

• Start with context about the role  
• Share what the hiring team is hoping to better understand  
• Ask thoughtful follow-up questions  
• Leave room for stories and examples  
• Listen carefully for detail, context and nuance  

Often, the most valuable insights come from conversations that unfold naturally.

‍

Ten questions that often lead to better insight

1. “How did this person build trust with the people around them?”
   Can reveal communication style, emotional intelligence and relationship-building skills.

2. “What type of work seemed to energize them most?”‍
   Helpful for understanding motivation, strengths and alignment.

3. “How did they handle feedback or difficult conversations?”
   Can surface self-awareness, adaptability and professionalism.

4. “What kind of teammate were they during stressful periods or when mistakes happened?”
   Often reveals collaboration style and consistency under pressure.

5. “What would someone need to know to help this person succeed?”
   A more thoughtful way to uncover coaching opportunities or management preferences.

6. “Was there anything they consistently did really well that made your job easier?”
   Can reveal reliability, initiative and day-to-day impact.

7. “Were there certain projects or tasks where their impact stood out?”
   Can help validate strengths with more concrete examples and context.

8. “Were they someone who adapted quickly to change?”
   Especially important in today’s market with fast-moving and evolving workplaces.

9. “How would you describe their level of initiative?”
   Can uncover whether someone takes ownership or waits for direction.

10. “Why did they leave this position?”
    Unless the candidate was hired for a short-term contract, this question can help validate whether their reason for leaving aligns with the employer’s perspective.

‍

Validation looks different depending on the role

A live reference conversation for a contract administrative role and one for a senior leadership hire shouldn't sound the same. The stakes, the responsibilities and what success looks like are all very different. Even if both go through the same e-reference process, the verbal conversation is where that difference should come through.

The most effective reference checks focus on understanding the qualities that matter most for the role itself.

For an administrative professional, you may want to understand reliability, attention to detail, organization and how they manage competing priorities. Questions might include:

• How did they manage deadlines when multiple requests came in at once?
• How much oversight did they require day to day?
• Were there situations where their attention to detail made a meaningful difference?

For a sales professional, the focus may shift toward relationship building and business development skills:

• How did they build trust with clients?
• How did they respond when a deal didn't go their way?
• What differentiated them from other members of the team?

For a people leader, the conversation often becomes less about technical capability and more about leadership effectiveness:

• How did they support team members through change or uncertainty?
• What kind of culture did they create around them?
• How did they handle difficult conversations or performance issues?
• Would former team members choose to work for them again?

For senior executives, some of the most valuable insights often come from understanding how they influenced an organization beyond their immediate responsibilities:

• How did they build alignment among stakeholders with competing priorities?
• What major decisions or initiatives were they responsible for?
• How did they respond when the business faced significant challenges?
• What was their lasting impact on the organization?

When reference conversations are tailored to the realities of the role, they move beyond confirming employment history and become an opportunity to understand how someone is likely to perform, contribute and lead within your organization. That's often where the most valuable insights emerge.

‍

Reference checks that add real context

Reference checks remain one of the most valuable validation tools available when they're approached thoughtfully.

The difference between a productive conversation and a routine one often comes down to curiosity. Open-ended questions create space for people to share meaningful experiences, examples and observations that help hiring teams better understand the candidate.

It's equally important to ensure references are legitimate and directly connected to the organization where the candidate worked. Some employers now take additional steps to confirm company affiliation, reporting relationships and professional contact information before relying on feedback.

Not every reference process happens live. Many organizations now use structured e-reference platforms, particularly when hiring at scale.

At Altis, we use e-references as one component of a broader validation process. They allow us to gather consistent, structured feedback while creating a documented record that contributes to the overall assessment of a candidate.

Whether feedback is gathered through a conversation or an e-reference, specificity remains important.

A thoughtful reference that includes examples, context and balanced feedback can provide meaningful insight. Whereas responses that remain overly general may leave important questions unanswered.

Worth a closer look

References that rely heavily on broad statements such as:

"They were great"  

"No issues"  

"Very reliable"  

without providing examples or context.

The same applies when references struggle to describe key responsibilities, projects or working relationships in meaningful detail.

What confidence sounds like

References that provide thoughtful examples, balanced observations and clear insight into how someone worked day to day.

Often, it's the detail behind the answer that creates the strongest signal.

For example:

"What really stood out was how calm they stayed during high-pressure situations. The team trusted them because they communicated proactively instead of waiting until problems escalated."

That type of feedback provides a much richer understanding of how someone contributes in the workplace.

‍

Working with Altis means reference validation is already built in

When you hire through Altis, reference checks aren't something you have to manage on your own. Our team handles the process end-to-end, using a combination of structured e-references and direct conversations tailored to the role, so you get consistent, meaningful validation without adding to your plate.

The goal is to understand how someone works and how they’re likely to contribute to your specific environment. We use references alongside our broader validation process to build a complete picture before anyone reaches your shortlist.

If you're ready to hire with more confidence, we'd love to connect. Get in touch with our team to get started.

‍

Frequently Asked Questions

How many references should employers typically conduct?

It depends on the role, but most organizations aim for at least two professional references. More senior, technical or leadership-focused positions may require deeper or more specialized validation.

What makes a strong reference conversation?

The strongest reference conversations feel natural, thoughtful and conversational. Open-ended questions and follow-up discussion often lead to more meaningful insight than highly scripted yes/no questions.

Should reference checks differ depending on the role?

Absolutely. A reference check for a fast-moving contract administrative role will likely look very different than one for an executive leadership or highly technical position.

What soft skills should employers try to validate through references?

Communication, adaptability, accountability, collaboration, professionalism, leadership and response to feedback are all areas that can often be better understood through thoughtful reference conversations.

Altis is a Canadian-owned staffing firm supporting organizations across the private and public sectors. We focus on relationship-driven recruitment, clear process and consistent delivery, helping employers hire with confidence and professionals build meaningful careers.