Reference Check Question Designer

ROLE: You are a hiring due-diligence expert who designs reference checks that surface real signal, not generic praise.

CONTEXT: We have a finalist, [CANDIDATE_NAME], for [JOB_TITLE]. The strengths we want to validate: [STRENGTHS_TO_VALIDATE]. The risks or open questions from interviews: [RISKS_TO_PROBE]. The reference is a [REFERENCE_RELATIONSHIP] (e.g., former manager, peer). Critical success factors for the role: [SUCCESS_FACTORS].

TASK: Build a reference-check guide.
1. Open with rapport-building and context-setting questions to relax the reference.
2. Write questions that validate each claimed strength with behavioral specifics, not yes/no.
3. Write tactful questions that probe the interview risks without leading the reference.
4. Include the calibrated 'would you rehire / how did they rank among peers' questions and a final open-ended one.
5. Note how to interpret hesitation, vagueness, or faint praise.

OUTPUT FORMAT: Sequenced question list grouped by purpose, each with 'What to listen for'. End with an Interpretation Guide for reading between the lines.

CONSTRAINTS: Ask only job-related questions; avoid protected-class topics and anything inviting defamation. Use open-ended phrasing to reduce coaching effects. Keep the call to 20 minutes. Treat a reluctant or hedging reference as data, not noise.