References and checking references

• As an interviewee it's good to prepare your references in advance, and give the interviewer a list of your referees with names, positions, employers details, and all possible contact details. Try to identify (and agree cooperation in advance from) referees who will be happy to give you a positive reference, and in so doing, who will support your personality, skills, performance and job history claims. Provide as many referees as you need to cover the important aspects of your performance and employment history, plus any specific critical requirements of the new job (accreditation, record, training, vetting, etc). A healthy list of referees would normally be between three and five people. It seems a lot, but it's more impressive than just a couple; it shows you've thought about it beforehand, and it builds in a bit of leeway for when people cannot be contacted or fail to respond quickly for any reason.
  
  Generally the more senior and credible your referees the better. It's perfectly acceptable to list one or two referees from your private life rather than work, especially if they have a job or status that carries important responsibility (councillors, police, etc)
  
  If you know that a particularly significant and favourable referee might be difficult to contact, ask them to provide you with a 'to whom it may concern' open reference letter as to your character and history, signed by them, on letterhead - and preferably use and keep hold of the original copy - ask the interviewer to take a photocopy and give you back the original.
  
  As an employer - employers should always follow up and check successful job interview candidates' references. Not to do so is irresponsible, especially if recruiting for jobs which carry serious responsibilities, such as working with children, disabled people, sensitive data, money, valuables, etc.
  
  You must inform or ask permission from the candidate prior to checking their references.
  
  The extent and depth to which references should be checked depend on the situation and the referees given by the job applicant. Certainly make job offers conditional to satisfactory checking of references, and if as an employer you are not happy about the referees provided then ask for others. Checking references can be a very sensitive area, so care needs to be used. Many referees will not be comfortable providing personal information about a person, not least due to fear of defaming someone and the liabilities concerned. Postal reference checking is an alternative to telephoning, although many referees feel less comfortable effectively making a written record of negative comments, and may be more forthcoming in a telephone conversation.
  
  Refusal by a referee to provide a reference about someone is obviously not a helpful sign, and considerable positive feedback from reliable alternative referees would normally be required to proceed with a job offer following such a response.
  
  Bear in mind also that the referee may have their own agenda. Take care to interpret carefully any personal comments which might stem from personality clash. Try to concentrate on facts with evidenced examples rather than opinions.
  
  References should definitely be checked concerning job-critical areas (relevant to the new job for which serious liabilities might exist if candidate is not telling the truth), as should any areas of suspicion or doubt that cannot be resolved/proven for sure at interview.
  
  And for everyone, irrespective of satisfaction with interview answers, it is important to check some basic facts with past employers to ensure that the candidate has not been telling a pack of lies.
  
  Possible areas to check (a sort of checklist - not a fixed agenda):
  CV/career history, dates, salaries.
  Qualifications and training.
  Personal details, age, etc.
  Claims about achievements and performance in past jobs.
  Personality and relationships at work.
  Domestic situation, financial situation.
  
  Seek local qualified advice from your HR department or advisor if in doubt, and also if you want to use a postal reference checking method, since most HR departments will already have a standard approved document for this purpose.