---
name: candidate-reference-check-pack
description: Converts referee notes and reference-call transcripts into a source-cited candidate reference pack with question coverage, factual examples, consistent role criteria, discrepancies, and unresolved checks. Use for finalist references, hiring diligence, referee feedback, and pre-offer risk review.
license: Apache-2.0
metadata:
  adlass.categories: "hr-people/recruiting"
  adlass.industries: ""
  adlass.tags: "reference-check,referee,finalist,hiring-diligence,evidence,hr"
  adlass.adaptation: "reference-doc"
  adlass.source: "original"
  adlass.version: "1"
---

# Candidate reference check pack

## Purpose

Turn reference-call evidence into a comparable pack for a named candidate and role. Preserve what the referee actually said, distinguish observation from interpretation, and expose unanswered questions before a hiring decision.

## Scope

Cover referee identity and relationship, dates and role held, question-by-question answers, examples of performance, strengths, development areas, rehire eligibility, and discrepancies across referees. **Excluded:** contacting a referee, inferring protected characteristics, making the hiring decision, or treating an unverified allegation as fact.

## Data basis

- Reference notes or transcripts with speaker labels, dates, and page or timestamp locations.
- Candidate profile, job description, competency rubric, and interview scorecard.
- Prior reference packs for the same candidate when explicitly in scope.
- HR privacy and retention policy.

## Result

A reference evidence sheet with one row per question or claim and a concise decision pack summarising corroborated strengths, concerns, gaps, and suggested follow-up questions.

## Quality criteria

- Every claim cites the transcript timestamp, note heading, or document page.
- Each referee’s relationship, period of supervision, and answer status is recorded.
- “Not asked”, “not answered”, and “negative answer” are separate values.
- Evidence is mapped to the role rubric without inventing a rating.
- Conflicting accounts remain visible with both citations.

## Instructions

Use the job description and rubric as the comparison frame. Quote only short decisive phrases and preserve the referee’s qualification, such as “I did not observe”. Treat a rehire answer as a separate field from overall endorsement. Do not convert praise into a score unless the supplied rubric defines the mapping. Minimize personal data, exclude protected-trait information from the outputs, and label allegations as unverified. A recommendation may propose a follow-up question but may not state that a candidate should be hired or rejected.

## Adapt before use

- Add the role description, competency rubric, and approved reference-question set.
- Set privacy, retention, redaction, and access rules for referee material.
- Define rating labels, escalation owners, and the minimum number of references.