Providing references with copies of the signed release form can be instrumental in encouraging a candid response from the candidate's former employers. Inform the Reference of Applicable Immunity Statutes. Due to the rise in the number of defamation lawsuits resulting from negative references, many states have enacted reference-checking immunity laws protecting employers from civil liability when giving references in good faith. Unfortunately, many employers are unaware of these laws. If the state in which one of the candidate's references does business has an immunity statute, consider informing the reference of that fact.
Former employers are more likely to provide useful information if they know they are protected.
Talk to the Applicant's Former Supervisor. It is generally best to speak with an applicant's former supervisor rather than someone in the human resources department. A supervisor will have had more firsthand experience with the applicant, and can provide a more detailed evaluation. In addition, supervisors are much more likely to be forthcoming than their counterparts in human resources. Ask the Reference to Rate the Employee on a Scale.