Get permission

Before you start calling a candidate's references, the candidate must give you permission to call his or her former employers.

I recommend: Include a reference check permission form in your application package – filling in the blanks as appropriate – and have potential employees fill it out while applying.

Prepare your questions

When you call former employers, have a list of questions handy and let that list guide you through the interview.

I recommend: Your list of questions can be simple with fewer than ten questions that you follow like a script, or more open-ended with a few dozen questions to consider, depending on who you're speaking with. You can also verify information with a standard reference check letter. Download a template from AllBusiness.

Enlist online human resources help

QuickBase, from Intuit, is a Web-based solution that can give you access to helpful information on managing the hiring process.

I recommend: See QuickBase back office and HR solutions for what's available.

Stick to business

You're not trying to find new friends, so keep your questions professional and on-topic.

I recommend: If you feel you might venture into troubled waters while conducting interviews, print out a list of unacceptable questions and keep it handy as a warning.

Hire an investigator

Still not sure that you can tell the phenoms from the phony baloney? Then sign up with a professional reference-checking service.

I recommend: Instead of calling former employers, call a reference service such as Peter LeVine Associates Inc., Verifications Inc., Global Verification Services or AXiOM International and let them do the work – but before doing so, have the candidate authorize this background check.