Jay did a double take, then talked to the guy for a while, then went off to mingle. I just got out of the big house. Now, I believe that everyone deserves a second chance, and that you don't necessarily need to know a person's entire history. But you do need to know how your candidates have performed on jobs in the past. That information is getting harder to get, but the tips below will make it possible for you to ferret out the truth.
People like to embellish the past.
Ask for at least 10, instead of the usual three. Then start calling from the bottom of the list. Tell both candidates and references that you believe no one is perfect and that you discount purely positive recommendations. To get the best information, contact people who have actually worked with the candidate, the higher up the better. Studies show that written references are considered reliable by only 37 percent of those surveyed, compared with 51 percent when the reference is given over the phone and 70 percent when given during a personal visit.