Structured interviews
Each reference is contacted using a consistent set of questions. Structured interviews create comparable results and defensible documentation.
PreSearch backgrounds
Reference Checks
Structured interviews with professional and personal references using consistent question sets. Documented, comparable results that support defensible hiring decisions.
PSBI programCurrent workflow
Program workspaceConfigured around your requirements
Current1
RequirementsRole rules in one place
Set2
WorkflowTasks and results visible
Active3
Next actionClear ownership
Ready
Practical screening with clear ownership and next actions.PBSAAccredited background screening
FCRACompliance-focused workflows
Since 1995Owner-operated support
What reference checks involve
Add perspective beyond factual verification.
Reference checks provide qualitative insight into how a candidate works, communicates, and performs, from people who have seen the work firsthand.
Professional references
Former supervisors, managers, colleagues, and other professional contacts who can speak to work performance and behavior.
Personal references
Character references from people who know the candidate outside work, used when a role or program calls for them.
Documented responses
Responses are recorded verbatim or summarized accurately, so the report shows what was asked and what was said.
Standard question set
Questions that create a comparable baseline.
PSBI uses a consistent question set designed to produce useful, role-relevant information across every reference.
- 01
How do you know the candidate and in what capacity did you work together?
- 02
What were the candidate’s primary responsibilities?
- 03
How would you describe the candidate’s work quality and reliability?
- 04
How does the candidate handle pressure, deadlines, and conflict?
- 05
Would you rehire or recommend this person? Why or why not?
- 06
Is there anything else relevant that we should know?
Custom question options
Target the conversation to the position.
Standard questions work for most situations. Some roles benefit from targeted questions that reflect the job, risk, or operating environment.
Role-specific questions
Leadership capabilities, technical proficiency, client relationships, and other position-specific requirements.
Competency-based questions
Teamwork, problem-solving, communication, adaptability, initiative, and other critical traits.
Industry-specific questions
Compliance orientation, safety awareness, patient care, and other regulated or high-risk responsibilities.
Culture and work environment
Alignment with organizational values and work environment, without crossing into discriminatory territory.
Limitations to understand
Use reference feedback for perspective, not proof.
Self-selected contacts
Candidates choose their references, so the process usually confirms positive claims more than it uncovers negatives.
Willingness to participate
References are not obligated to respond. Some decline, some do not return calls, and some provide minimal responses. The report documents contact attempts and outcomes.
Subjective opinions
Reference responses are opinions, not verified facts. Two people may have different experiences with the same candidate.
How pricing works. Reference-check pricing is based on the number of references contacted per candidate and whether standard or custom question sets are used. Contact PSBI for pricing based on your typical requirements.
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Reference Checks
Structured reference check interviews with professional and personal contacts. Standard and custom question sets with documented responses for consistent, defensible hiring decisions.