Reference checks are where hiring goes to die slowly. You call three people the candidate hand-picked to say nice things about them, ask softball questions, and pretend you learned something useful.

Automated reference check platforms promise to fix this by standardizing questions, enabling honest anonymous feedback, and delivering insights faster. Some actually work. Others just make a broken process slightly more efficient.

Why Traditional Reference Checks Are Mostly Useless

Before evaluating solutions, understand the problem:

Candidates choose references strategically: Nobody lists a former manager who'll say negative things. You're getting pre-approved references who'll give positive feedback.

References sugarcoat everything: People fear legal liability or just don't want to be the reason someone doesn't get a job. Generic positive feedback is the norm.

You're asking the wrong questions: "Did they work here? Would you hire them again?" Useless. You need specific behavioral examples.

It takes forever: Playing phone tag with three references, scheduling calls, and documenting feedback eats hours.

Automated platforms solve some of these problems but not all of them. Let's see which ones are worth using.

Checkster: The Crowdsourced Reference Platform

Checkster uses surveys to collect feedback from multiple references simultaneously, including peers and direct reports—not just people the candidate listed.

What it does well:

Expanded reference pool: Candidates provide reference contacts, but Checkster also reaches out to additional colleagues via LinkedIn. You get feedback from people the candidate didn't handpick.

Anonymous option: References can provide honest feedback anonymously, reducing the sugarcoating problem.

Quantitative data: Standardized questions with rating scales give you comparable data across candidates.

Fast turnaround: Most references complete surveys within 24-48 hours. Faster than phone tag.

Red flag detection: Checkster's analytics identify concerning patterns across references. If multiple people flag similar issues, you'll see it.

What it doesn't do well:

Reference participation rates vary: Not everyone responds to surveys. Response rates of 50-70% are common, which means you don't always get complete data.

Anonymous feedback can be harsh: When references know they're anonymous, some give brutally honest (or unfairly harsh) feedback. You need to interpret carefully.

Expanded reach can backfire: Reaching out to people the candidate didn't list can feel invasive if not handled well.

Pricing isn't transparent: Checkster uses per-check pricing, and costs add up.

Best for: Companies that want broader reference feedback beyond candidate-provided contacts and can handle anonymous feedback thoughtfully.

Skip if: You prefer traditional phone references or worry about candidates feeling blindsided by expanded outreach.

SkillSurvey: The Most Comprehensive Reference Platform

SkillSurvey is the heavyweight of automated reference checking—deep surveys, analytics, and validation.

What it does well:

Extremely detailed feedback: SkillSurvey's surveys are comprehensive, covering competencies, behaviors, and culture fit. You get depth, not just surface-level ratings.

Benchmarking: Compare candidate reference scores against industry benchmarks and past hires. Context matters.

Validation questions: SkillSurvey includes questions designed to catch dishonest or inflated feedback. If a reference is just rubber-stamping everything positive, it shows.

Compliance and legal protection: Questions are vetted for legal compliance, reducing discrimination risk.

Integration with background checks: SkillSurvey partners with background check providers for one-stop verification.

What it doesn't do well:

Survey length: SkillSurvey surveys are long—15-20 minutes. Some references don't complete them.

Expensive: Enterprise pricing means SkillSurvey isn't accessible for small teams.

Overkill for simple roles: Do you need a 20-minute reference survey for an entry-level coordinator? Probably not.

Takes time to analyze: The depth of data is great, but someone needs to interpret it. Quick checks become research projects.

Best for: Enterprise organizations hiring for senior or critical roles where comprehensive reference data justifies the investment.

Skip if: You're hiring high-volume or entry-level roles where speed matters more than depth.

Xref: The Fast, User-Friendly Option

Xref focuses on simplicity and candidate experience—quick surveys, mobile-friendly, easy setup.

What it does well:

Fast: Surveys take 5-10 minutes to complete. Higher completion rates than longer platforms.

Mobile-optimized: References can complete surveys on their phones during their commute. Convenience = faster turnaround.

Candidate experience: Candidates can track reference progress and see who's completed surveys. Transparency reduces anxiety.

Customizable surveys: Build role-specific reference questions or use Xref's templates.

Integrations: Xref integrates with major ATS platforms. Reference requests trigger automatically.

Reasonable pricing: More affordable than SkillSurvey or Checkster, accessible for mid-size teams.

What it doesn't do well:

Less depth than competitors: Xref prioritizes speed over comprehensive data. You get quick feedback, not deep insights.

Limited analytics: Reporting is solid but not as robust as SkillSurvey's benchmarking.

No expanded reference pool: Xref only contacts references the candidate provides. No crowdsourced feedback like Checkster.

Best for: Mid-size companies that want fast, standardized reference checks without complexity or enterprise pricing.

Skip if: You need comprehensive depth or expanded reference pools beyond candidate-provided contacts.

HireRight (Reference Checking Module): Bundled With Background Checks

HireRight is primarily a background check provider, but they offer reference checking as an add-on.

What it does well:

One vendor for everything: If you're already using HireRight for background checks, adding reference checks is seamless.

Combines verification and validation: Employment verification + reference feedback in one process.

Compliance expertise: HireRight knows employment law and structures questions to minimize legal risk.

What it doesn't do well:

Reference checking isn't their core competency: HireRight does background checks well. Reference checking feels like an afterthought.

Basic features: No anonymous feedback, no expanded reference pools, limited analytics.

Bundling pressure: You're locked into HireRight for background checks if you want integrated reference checking.

Best for: Companies already using HireRight for background checks who want convenience over best-in-class reference checking.

Skip if: Reference checking is critical enough to justify a dedicated best-in-class platform.

Xref vs. Checkster vs. SkillSurvey: The Quick Comparison

| Feature | Xref | Checkster | SkillSurvey | |---------|------|-----------|-------------| | Speed | Fast (5-10 min surveys) | Medium (10-15 min) | Slow (15-20 min) | | Depth | Basic | Medium | Comprehensive | | Anonymous Feedback | No | Yes | Yes | | Expanded References | No | Yes | No | | Pricing | $$ | $$$ | $$$$ | | Best For | Mid-size, speed priority | Broad feedback, honesty | Enterprise, depth |

What Good Reference Questions Actually Look Like

Regardless of platform, your questions determine the quality of feedback you get. Ask:

✅ "Can you give me a specific example of how [Candidate] handled conflict with a colleague?"

✅ "What areas would you recommend [Candidate] focus on for professional development?"

✅ "On a scale of 1-10, how likely are you to work with [Candidate] again? Why that rating?"

✅ "How did [Candidate] respond to critical feedback?"

✅ "What type of manager or work environment brings out [Candidate]'s best work?"

❌ "Did [Candidate] work there?" (That's employment verification, not a reference check)

❌ "Would you rehire them?" (Too binary, no context)

❌ "Are they a good employee?" (Vague and useless)

The Bottom Line

Automated reference checking platforms save time and standardize the process, but they can't fix the fundamental problem: candidates provide references who'll say positive things.

Choose Checkster if you want to expand beyond candidate-provided references and collect anonymous feedback.

Choose SkillSurvey if you're hiring for critical roles and need comprehensive, benchmarked data.

Choose Xref if you want fast, simple, affordable reference checking for most roles.

Choose HireRight if you're already using them for background checks and want convenience.

And remember: reference checks are one data point, not the whole picture. They should confirm what you learned in interviews, not replace your judgment.

Sources:

• SHRM: Why Reference Checks Are a Broken Process
• Checkster Product Overview
• SkillSurvey Features
• Xref Platform
• HireRight Reference Checking
• Lever: Reference Check Questions That Work