A couple of weeks ago, I advised employer to always check references. You might think it’s a waste of time because references always have glowing things to say, “otherwise they wouldn’t be on the list”. However, references can be candid if you ask the right questions, couched the right way. So, here’s how:

First, develop a script for your call, prepare how you’ll introduce yourself, which questions you’ll ask. You might open with:

“Hi I’m Mary Smith, with XYZ Inc. Joe Candidate has applied for a sales position with our company, and listed you as a reference. Is this a good time?”

Quickly explain your company and the position Joe has applied to. Confirm dates of hire, title and approximate salary.   Keep a conversational style, and without sounding like you’re reading a laundry list, begin:

1. How long did you work together? Even if Joe had a five-year tenure, don’t assume this reference was there for the duration. It makes a difference whether they knew each other for months vs. years.

2. How would you describe Joe’s strengths? Self-explanatory.

3. What area do you think Joe needs to develop to reach his full potential? The way this is worded avoids sounding like “what are Joe’s weaknesses?” It simply assumes that we all have areas to improve.

4. How well did Joe respond to supervision and accept criticism? You want to hear Joe was open, mature and professional. This indicates emotional intelligence. Problems here are a red flag.

5. How did the Joe handle differences of opinion with others? Similar to the previous question, you want to hear about civility, respect for others, taking things lightly. Hostility, anger, rudeness are double-red flags.

6. Why did the employee leave? Check for consistency with the candidate’s version.

7. Would you rehire Joe? Leave this question towards the end. If not positive, it’s a deal breaker.

8. Is there anything I should consider that I haven’t asked? I usually close with this, plus a sincere thank-you for their time and frankness.

Lastly, remember that sometimes what isn’t said can speak volumes. Listen for the subtext of the conversation. Do you sense hesitation, measured speech, pauses or unwillingness to elaborate? Those indicate discomfort about the candidate, and signify a triple-red flag.