How many references should you check per candidate? The Nordic standard is 2-3 references — one current or last manager plus one peer or client. Here's why, when to do more, and how to make sure the references are actually relevant.
The standard: 2-3 references
Fewer than two referees leaves too little basis to balance subjective impressions. More than four or five rarely adds new information — the added value drops off noticeably after the third conversation. This 2-3 range is also the norm across the Nordics, and matches what most Norwegian recruitment agencies deliver as standard.
How many by role type?
- Junior / entry-level: 2 references (manager + peer or academic supervisor).
- Specialist / individual contributor: 2-3 (last manager + peer).
- Middle manager: 3 (manager above, peer, direct report).
- Executive / senior leadership: 3-5, including a board member and at least one direct report.
- Safety-critical (finance, healthcare, work with children): 3-4 verified references plus a background check and, where required, politiattest.
Who should be a reference?
- Current or last direct manager — assesses delivery and results.
- Peer at the same level — assesses team dynamics and collaboration.
- Direct report (for leaders) — assesses leadership style.
- Client or external partner — for sales and customer-facing roles.
Avoid: family, friends, references older than ~7 years, or people the candidate never worked with directly.
References for new graduates
- Internship or praksisplass supervisor.
- Summer or part-time job manager.
- Thesis advisor or professor.
- Student union, sports club or other volunteer role leader.
Quality beats quantity
One honest reference call with a former manager is worth more than five shallow "she was great to work with" quotes. Focus on:
- Open, behaviour-based questions (not yes/no).
- Same questions for every referee of the same candidate.
- Documented process (crucial if disputes arise).
