Reference checking seems so passé doesn’t it? What valuable information could one possibly glean from talking with someone that used to work with you? Well, a lot actually if it’s done properly. However, that is the crux of the problem. In checking a reference, most people are so overly cautious not to say anything that can’t be taken as 100% positive that they either end up communicating almost nothing of value or make the valuable information worthless by not being believable (see quote below).

Most people don’t quite get why this is, but let’s use the old blind date analogy. If you had a friend that told you how great looking someone was, how they had such a fabulous personality, that they were smart, talented, etc., but without any downsides would you honestly believe them? Perhaps you would if you trusted that person completely. Now, how about if you transfer that scenario to a Candidate/Recruiter/Company dynamic. See what I mean. It just doesn’t fly, does it?

So understand to have your references count for anything they need to be credible and believable. So don’t just ask your references to stand up for you, ask them what they’ll say, because understanding your strengths (and weaknesses) as viewed by your peers and bosses will actually give you more credibility (and probably a leg up on the competition) during your interview as you can openly discuss these topics with your new found knowledge (and hopefully show how your working to improve those weaknesses).