How to Check a Household Staff Reference

A useful reference check should confirm three things: who employed the candidate, what the candidate actually did, and whether the former employer would hire them again. A quick call that ends with “references confirmed” is not enough.

Confirm who you are speaking with. The person should have employed or supervised the candidate and be able to speak to the role and dates. If that relationship is unclear, do not rely on the reference yet.

Speak by phone when possible. Email can confirm basic facts, but a live conversation allows follow-up when an answer is vague, qualified, or inconsistent.

Ask about the work. Instead of “Were they good?”, ask what a normal week looked like, what the candidate handled independently, how they worked with other staff, and what happened when plans changed.

Ask whether they would rehire. If the answer is hesitant or qualified, ask why.

Check gaps and inconsistencies. Compare dates, titles, and responsibilities with the résumé and other references. A gap is not automatically a problem; an unexplained mismatch needs follow-up.

Document the call. Record who you spoke with, their relationship to the candidate, the date, the questions asked, and the answers given.

A strong reference check is specific, documented, and consistent with the rest of the candidate’s history.