Sometimes information is subtle. For instance, if a reference doesn't return two or three calls, that raises a red flag. Dourlain has also noticed that the higher the position, the more freely references divulge damaging information. Clients often assume that company policies to only confirm limited information are strictly followed. I usually ask them if they are in a hurry and don't see a police officer if they tend to push the speed limit.
References are no different.
If someone really liked you and wants to help you land another job, or if they had a problem with you and don't want to see you working, they can and will break company policy. In a slight turn of events, Dourlain stated that over the last few years, her clients have used positive references to assist them in their court cases. In the case of wrongful termination, a positive reference can be used as support of litigation. The purpose of checking your references should not be to file a lawsuit. However, a candidate does need to know the quality of their references and whether former employers are passing on personal opinions, conjecture, rumors or accurate legal facts.