Reference Check Template

Reference checks reveal what auditions can't. This template helps you gather honest insights about potential members before making your decision.

Why Reference Checks Matter

What They Reveal:

• Past behavior and patterns
• How they work with others
• Reliability and commitment
• Red flags you might miss
• Strengths and weaknesses
• Cultural fit indicators

What You Can't Learn from Auditions:

• Long-term reliability
• How they handle conflict
• Commitment over time
• Behavior under stress
• Interpersonal patterns
• Why they left previous bands

When to Check References

Always Check References For:

• Final candidates before offering position
• Anyone you're seriously considering
• Candidates with concerning signals
• Important/permanent positions

Consider Skipping For:

• Very casual/low-commitment situations
• When you already know them well
• Emergency fill-in situations
• When references aren't available

Who to Contact

Ideal References

Best:

• Previous bandmates
• Band leaders they've worked with
• Musical collaborators
• People who've seen them perform

Good:

• Music teachers/mentors
• Other musicians who know them
• Venue staff/sound engineers
• Music scene connections

Avoid:

• Family members
• Close personal friends
• People they haven't worked with musically
• References they've clearly coached

How Many References

Minimum: 2 references Ideal: 3-4 references For Important Decisions: 4-5 references

Mix of:

• At least one previous bandmate
• At least one band leader/peer
• Ideally someone from recent experience
• Bonus: Someone from longer-term relationship

Reference Check Process

Step 1: Request References

When to Ask: "We're very interested in moving forward. As part of our process, we'd like to speak with a few people you've played with before. Can you provide 3-4 references - ideally previous bandmates or band leaders?"

What to Request:

• Name
• Relationship (e.g., "bandmate in band name")
• Contact information (phone and/or email)
• How long they worked together
• When (timeframe)

Step 2: Contact References

Best Method: Phone call (more candid than email)

Opening Script:

"Hi Name, my name is Your Name from Band Name. Candidate Name has applied to join our band and listed you as a reference. Do you have 10-15 minutes to answer some questions about your experience working with them?"

If They Hesitate:

"I understand if you're not comfortable. We're just trying to make sure it's a good fit for everyone. Anything you share will be kept confidential."

If They Decline:

"No problem, I understand. Thanks for your time."

This itself is information - why won't they give a reference?

Step 3: Ask Questions

Use the template below

Step 4: Listen for What's NOT Said

Pay Attention To:

• Long pauses
• Hesitation
• Vague answers
• Damning with faint praise
• What they avoid mentioning
• Tone and energy

Step 5: Document & Evaluate

Take notes during callSummarize afterLook for patterns across references

Reference Check Questions

Opening Questions

1. "How do you know Candidate?"

What you're learning: Context and credibility of reference

2. "How long did you work together?"

What you're learning: Depth of experience with them

3. "What was the band/project like?"

What you're learning: Context for their experience

Musical Ability

4. "How would you describe their musical ability?"

Listen for:

• Specific strengths
• Any limitations
• Enthusiasm or hesitation
• Comparison to others

5. "What were their strengths musically?"

Listen for:

• Specific examples
• Genuine enthusiasm
• Multiple strengths mentioned

6. "Were there any areas where they struggled musically?"

Listen for:

• Honest assessment
• How they handled limitations
• Whether they improved

Reliability & Commitment

7. "How was their attendance and punctuality?"

Listen for:

• Specific patterns
• Any issues
• How they communicated

Red flags:

• Frequent absences
• Chronic lateness
• Poor communication

8. "How prepared were they for rehearsals and shows?"

Listen for:

• Consistent preparation
• Work ethic
• Professionalism

Red flags:

• Often unprepared
• Didn't learn parts
• Winged it

9. "How would you describe their level of commitment?"

Listen for:

• Priority level
• Follow-through
• Long-term dedication

Interpersonal Skills

10. "How did they get along with other band members?"

Listen for:

• Specific examples
• Any conflicts
• General vibe

Red flags:

• Conflicts with multiple people
• Personality clashes
• Difficult to work with

11. "How did they handle disagreements or conflicts?"

Listen for:

• Conflict style
• Maturity
• Resolution ability

Red flags:

• Avoids conflict
• Gets defensive/aggressive
• Holds grudges

12. "How did they communicate?"

Listen for:

• Communication style
• Responsiveness
• Clarity

Red flags:

• Poor communication
• Unresponsive
• Passive-aggressive

Work Ethic & Professionalism

13. "How would you describe their work ethic?"

Listen for:

• Effort level
• Initiative
• Reliability

14. "Did they follow through on commitments?"

Listen for:

• Reliability
• Accountability
• Trustworthiness

Red flags:

• Didn't follow through
• Made excuses
• Unreliable

15. "How professional were they?"

Listen for:

• Behavior at shows
• Interactions with venues/others
• Overall professionalism

Growth & Feedback

16. "How did they respond to feedback?"

Listen for:

• Openness
• Defensiveness
• Growth mindset

Red flags:

• Very defensive
• Couldn't take feedback
• Never changed

17. "Did you see them grow or improve over time?"

Listen for:

• Development
• Learning ability
• Commitment to improvement

The Big Questions

18. "Why did they leave the band?"

This is critical - listen carefully

Listen for:

• Their version vs. candidate's version
• Who initiated
• Circumstances
• Tone when discussing

Red flags:

• Story doesn't match candidate's
• Hesitation or discomfort
• They were asked to leave
• Burned bridges

19. "Would you work with them again?"

This is the most important question

Listen for:

• Immediate "yes" or hesitation
• Enthusiasm or reservation
• Conditions or qualifications

Red flags:

• "No"
• Long pause before answering
• Qualified answer ("Well, it depends...")
• Avoids answering directly

20. "Is there anything else I should know?"

Opens door for anything they haven't mentioned

Listen for:

• Additional insights
• Warnings
• Positive additions
• What they choose to share

Closing

21. "On a scale of 1-10, how would you rate them as a bandmate overall?"

Quantifies their overall assessment

Score: ___/10

22. "Is there anything I didn't ask that I should have?"

Final chance for them to share

Closing:

"Thank you so much for your time and honesty. This is really helpful. I appreciate you taking the time to talk with me."

Reference Check Evaluation Form

Reference Information

Reference Name: _______________ Relationship to Candidate: _______________ Band/Project: _______________ Duration: _______________ When: _______________ Date of Call: _______________

Key Takeaways

Musical Ability:

• Strengths: _______________
• Weaknesses: _______________
• Overall: _______________

Reliability:

• Attendance: _______________
• Preparation: _______________
• Commitment: _______________

Interpersonal:

• Relationships: _______________
• Conflict handling: _______________
• Communication: _______________

Professionalism:

• Work ethic: _______________
• Follow-through: _______________
• Overall: _______________

Growth:

• Feedback response: _______________
• Improvement: _______________

Critical Questions

Why did they leave?

Would work with again?

• Yes, enthusiastically
• Yes, with reservations
• Maybe/Depends
• No
• Avoided answering

Overall Rating: ___/10

Red Flags

• Story doesn't match candidate's
• Wouldn't work with again
• Reliability issues
• Interpersonal problems
• Professionalism concerns
• Can't take feedback
• Other: _______________

Green Flags

• Would work with again enthusiastically
• Highly reliable
• Great interpersonal skills
• Professional
• Takes feedback well
• Showed growth
• Other: _______________

Overall Assessment

Impression:

• Very Positive
• Positive
• Mixed
• Concerning
• Very Concerning

Notes:

Recommendation:

• Strong yes - move forward
• Yes - move forward
• Proceed with caution
• Discuss concerns with candidate
• Do not move forward

Interpreting Reference Checks

Excellent Reference

Indicators:

• Immediate "yes" to working together again
• Specific positive examples
• Genuine enthusiasm
• High rating (8-10)
• No significant concerns
• Stories match candidate's version

Good Reference

Indicators:

• Would work together again
• Mostly positive
• Some minor concerns mentioned
• Good rating (6-8)
• Honest but supportive
• Generally aligns with candidate

Mixed Reference

Indicators:

• Hesitation about working together again
• Mix of positive and negative
• Some concerns raised
• Moderate rating (5-7)
• Qualified recommendations
• Some discrepancies

Action: Dig deeper, check more references

Concerning Reference

Indicators:

• Wouldn't work together again
• More negative than positive
• Significant concerns raised
• Low rating (below 5)
• Avoids direct answers
• Major discrepancies with candidate's story

Action: Serious red flag - proceed with extreme caution or pass

Red Flags to Watch For

In the Reference Check

• Won't give reference - Why not?
• Hesitates on "would work again" - Big red flag
• Damns with faint praise - "They're... fine"
• Long pauses - Choosing words carefully
• Vague answers - Avoiding specifics
• Story doesn't match - Candidate lied or misrepresented
• Multiple interpersonal issues - Pattern of conflict
• Reliability concerns - Chronic issues
• Can't take feedback - Won't grow or improve
• Burned bridges - Left on bad terms

Patterns Across References

• Multiple references hesitate - Consistent concern
• Different stories - Inconsistency is concerning
• Same issues mentioned - Pattern confirmed
• Declining enthusiasm - More recent references less positive
• No one enthusiastic - No strong advocates

After Reference Checks

If References are Positive

Next Steps:

1. Summarize findings for band
2. Discuss any minor concerns
3. Move forward with offer
4. Keep notes for onboarding

If References are Mixed

Next Steps:

1. Identify specific concerns
2. Discuss with candidate directly
3. Check additional references
4. Decide if concerns are manageable
5. Proceed with caution or pass

If References are Concerning

Next Steps:

1. Do NOT ignore red flags
2. Discuss with band
3. Likely pass on candidate
4. If proceeding, address concerns directly
5. Set clear expectations and probation period

Key Takeaways

1. Always check references - For serious candidates
2. Ask open-ended questions - Let them talk
3. Listen for what's NOT said - Hesitation matters
4. The "would work again" question is critical - Most important indicator
5. Look for patterns - Across multiple references
6. Don't ignore red flags - They usually prove accurate
7. Document everything - For comparison and decision-making

Reference checks are one of your best tools for avoiding bad hires. Use them consistently and take them seriously.