Employment Reference Check – A Hospitality Employer’s Guide
Hiring in hospitality moves fast and often, so do the candidates. But before you roll out you next chef job offer, there’s one step you can’t afford to skip: the employment reference check.
An employment reference check isn’t just a box to tick. It’s your final line of defence before bringing someone new into your team. It helps you spot red flags, verify skills and get an honest view of how someone performs under pressure – all crucial in hospitality where teamwork, reliability and customer experience matter most.
What is an employment reference check?
An employment reference check is when you contact a candidate’s previous employers or managers to confirm work history, performance, reliability and culture fit. It’s typically done after interviews and before finalising the hire.
Why employment reference checks matter in hospitality
In fast-paced environments like restaurants, cafes and hotels, one weak link can disrupt service or team morale so it’s important that you take reference checks seriously. Here’s why:
Performance assurance – Get real feedback from past managers about strengths and areas for improvement.
Culture fit – Find out how the candidate handled pressure, worked in a team, or responded to customer complaints.
Avoid costly mistakes – A bad hire can cost time, money and even your reputation. Reference checks reduce this risk.
Verification – Confirm dates of employment, role responsibilities and reason for leaving.
Reference checks are particularly valuable in hospitality because CVs often look similar. Many candidates have worked in multiple venues – the difference is how they performed, not just where. Asking referees about attendance, resilience during high-turnover seasons and how the they interacted with colleagues will give you a truer picture than a skills list alone.
What questions should you ask?
Use open-ended, behaviour-based questions that reflect real scenarios in hospitality. For example:
- Would you rehire this person? Why or why not?
- How did they respond to busy shifts or last-minute changes?
- Can you describe their approach to customer service?
- How did they work within the team?
- What support did they need to thrive?
Legal and ethical considerations
Always get the candidate’s permission before making a reference check. Stick to questions related to job performance, not personal matters. In the UK, employers must provide fair and accurate information.
Top tips for effective reference checks
Be consistent – Ask every referee the same core questions.
Speak to the right people – Aim for direct managers or team leads, not just HR.
Dig deeper – If something feels vague, politely probe for examples.
Balance speed with detail – Don’t rush the process. Even one 10-minute call can reveal whether a candidate will thrive in your environment.
Document feedback – Keep clear records of reference responses. This protects you legally and helps standardise decision-making across multiple hires.
Employment reference checks: common mistakes to avoid
- Skipping the check because “they seemed great in the interview”.
- Relying on email forms alone – you get richer detail from a conversation.
- Asking yes/no questions without context.
- Not following up on vague answers – silence or hesitation can be telling.
Final thoughts
Hiring in hospitality is hard enough – don’t let preventable mistakes derail your progress. A solid employment reference check could be the difference between a reliable team member and a revolving door of new hires.
By asking the right questions, documenting answers and acting on patterns, you’ll strengthen retention, protect your culture and hire with confidence.
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FAQs
Do I need written consent to conduct a reference check?
Yes, especially in the UK. It’s best practice to get the candidate’s permission before contacting referees – ideally in writing.
What questions should I ask during a reference check?
Focus on the candidate’s reliability, teamwork, attitude and skills relevant to the role. Avoid questions that may breach privacy or discrimination laws.
Can reference checks be done over email?
Yes, email reference checks are increasingly common. Just ensure the questions are clear and concise and you receive a timely, written response. You should also attempt to have a conversation with a past employer as well.
What if a reference refuses to provide any feedback?
It happens. If so, try another referee. A lack of references can be a red flag, but context matters – some companies have policies against providing them.
