What to Ask: Top Reference Check Questions for Hiring in Care Homes

While many hiring managers see reference checks as a routine formality, these conversations provide critical insights into how candidates actually perform in caregiving roles. 

The right questions — and careful attention to the answers — help identify staff who will provide exceptional care while supporting your existing team.

Before diving into specific questions, it's essential to understand the CQC requirements for reference checks in the healthcare sector, which provide the regulatory framework for this process.

After you’ve gone through the above requirements, this article will help you come up with a structured approach to reference checks specifically designed for care home hiring. 

We'll examine key areas to probe, from basic verification to complex scenarios that test candidates' abilities. More importantly, we'll explore what references' responses reveal about candidates' true capabilities, character, and potential fit within your organisation.

Basic Verification

Key questions:

• What dates did the candidate work with you, and in what role?
• What were their main responsibilities?
• What types of residents did they work with?

During reference checks, pay close attention to how past employers discuss dates and roles. 

Given the critical importance of employment history checks in healthcare recruitment, thoroughness at this stage sets the foundation for all other aspects of the reference check.

Strong candidates often leave lasting impressions — their previous managers remember them clearly and can speak to specific contributions. 

When references readily share examples of the candidate's work with different resident types and highlight their growth in the role, it typically indicates consistent performance.

Watch carefully for references who seem uncertain about basic details. 

If they struggle to remember when the candidate worked there or what they did day-to-day, this could signal an unremarkable performance. 

Be particularly wary of references who seem to avoid discussing certain time periods or downplay the candidate's actual responsibilities. These patterns might indicate performance issues or unauthorised role changes.

Care Skills

Key questions:

• How did the candidate handle resident care tasks?
• What was their approach to documentation and record-keeping?
• How did they respond to medical situations?

The best candidates consistently go above and beyond basic care requirements. 

Look for references who share specific stories about the candidate's attention to detail, like noticing small changes in resident behaviour or creating personalised care approaches. 

Strong candidates often receive praise for maintaining thorough documentation and responding quickly to changing resident needs. 

Their previous supervisors should be able to describe specific examples of their care delivery and problem-solving abilities.

Consider it concerning when references can only speak vaguely about care delivery or seem hesitant to discuss documentation practices. 

Multiple instances of delayed responses to resident needs or patterns of incomplete paperwork should also raise serious questions about the candidate's reliability. 

Resident Interaction

Key questions:

• Can you describe their communication with residents?
• What feedback did you receive from residents about their care?
• How did they work with residents who had challenging behaviors?

Outstanding caregivers build meaningful connections with residents while maintaining professional boundaries. 

Listen for examples of how candidates remembered resident preferences, anticipated needs, and patiently handled difficult situations. 

Strong references often mention receiving positive feedback from residents and families about the candidate's caring approach. 

The best candidates show consistency in their interactions, treating all residents with equal respect and attention regardless of their conditions or behaviors.

Be cautious if references mention the candidate avoiding challenging residents or receiving multiple complaints about their communication style. 

Signs of impatience, inflexibility, or difficulty building rapport with residents indicate potential problems with resident care. Pay special attention to any mentions of conflicts with families or resistance to addressing resident concerns.

Professional Standards

Key questions:

• What was their attendance record?
• How did they maintain professional boundaries?
• Did they follow care protocols consistently?

Professional standards reflect a candidate's overall approach to their work. 

Strong candidates maintain near-perfect attendance records and show deep respect for workplace protocols. 

Their references should describe someone who arrives prepared for each shift, maintains appropriate boundaries with residents and staff, and follows procedures consistently. 

Watch for examples of the candidate taking initiative while staying within professional guidelines.

Red flags appear when references hint at attendance issues or boundary crossing.

Frequent last-minute call-outs, unexplained absences, or multiple instances of arriving unprepared should cause concern. 

Similarly, any mention of the candidate becoming too personally involved with residents or families or regularly taking shortcuts with protocols warrants careful consideration.

Team Collaboration

Key questions:

• How did they work with other care staff?
• What was their communication style during shift changes?
• How did they respond when receiving feedback?

Strong team players stand out in reference checks through stories of their positive interactions. 

References should describe someone who communicates clearly during shift changes, participates actively in team meetings, and handles feedback constructively. 

Look for examples of the candidate supporting colleagues during busy periods and contributing to a positive work environment.

Warning signs emerge when references describe someone who prefers to work in isolation or struggles with team communication.

Poor shift handovers, resistance to feedback, or patterns of conflict with colleagues indicate potential team integration issues. Take note if references mention the candidate spreading workplace gossip or creating division among staff members.

Safety and Compliance

Key questions:

• Were there any incidents involving resident safety?
• How did they handle medication administration?
• Did they maintain resident confidentiality?

Safety-conscious candidates maintain spotless records in critical areas. 

Their references should describe someone who follows medication protocols exactly, maintains resident confidentiality, and responds appropriately to safety concerns. 

Strong candidates often receive recognition for identifying and reporting potential safety issues before they become problems.

References who hesitate when discussing safety practices or mention multiple incidents should raise concerns. 

Pay particular attention to any medication errors, confidentiality breaches, or delayed responses to safety issues. Even small lapses in these areas can indicate bigger problems with attention to detail or protocol adherence.

Clinical Knowledge

Key questions:

• How did they apply their medical knowledge in daily care?
• What was their understanding of common conditions?
• How did they stay current with care protocols?

Strong clinical knowledge shows through consistent application in daily care. 

References should describe someone who understands common medical conditions, recognises important symptoms, and follows treatment plans accurately. 

The best candidates regularly update their knowledge and share relevant information with colleagues appropriately.

Be wary of references who indicate gaps in medical knowledge or inconsistent application of clinical skills. 

If a candidate showed resistance to learning new protocols or made repeated mistakes with basic medical tasks, this suggests potential risks to resident care. 

Pay attention to how they handled changes in resident conditions and their accuracy in reporting clinical observations.

Final Recommendations

How you conduct reference checks makes all the difference in finding the right care home staff. 

As you speak with references, write detailed notes about their responses — not just what they say, but how they say it. A reference who pauses or changes their tone when discussing certain topics might be trying to hint at concerns without stating them directly.

When answers seem unclear, ask for specific examples. 

Good references appreciate your thoroughness and want to help you make informed decisions. 

Notice how different references describe the same candidate — patterns often emerge that paint a clearer picture than any conversation.

Take the time to confirm the basics too. 

A quick credential check can save significant problems later. While checking qualifications, consider how the candidate might fit into your care home's culture. 

Technical skills matter, but team dynamics and shared values often determine long-term success.

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