Catch candidates' lies: 4 reference check keys

With jobs as scarce as they are, more candidates are exaggerating their skills and experience in an effort to stand out. The best way to separate what’s true from what’s not:
A well-conducted reference check.
Here are four key parts of the reference-checking process that many companies overlook:
1. Find out how well the reference knows that candidate’s work
Reference calls should always include the question, “What were the candidate’s responsibilities?” The purpose is two-fold. First, of course, you want to make sure the candidate gave you an accurate description of his or her experience.
And second, you want to verify that the reference directly supervised the candidate and knows the person’s work well. If the reference can only vaguely describe what the candidate did, you may not want to put that much stock in the rest of the interview.
2. Ask about management style and work environment

A candidate’s reference should be viewed in light of the former supervisor’s management style. Someone could give a glowing review — but that manager could have a completely different style than the head of the department you’re hiring for.
Likewise, learn other details of the company culture to help you judge the candidate’s fit. For example, the candidate may have excelled in a previous position that involved working mostly alone. If teamwork is more important in your position, you may take the review with a grain of salt. Excelling in one environment doesn’t guarantee success in another.
3. Pay attention to neutral statements
Many companies have policies requiring managers to offer only employment dates and job title. Some of those managers won’t give you any other info no matter how you ask.
But other times, references choose to say nothing — or refuse to say anything negative — on their own. That usually means there’s a problem — a good candidate will get a positive review, not a neutral one. Pay attention to lukewarm responses and ask probing questions when you can.
4. Have the candidate sign a waiver
The reason references are hard to get: Companies are afraid of getting sued. The solution: have the candidate sign a release of legal claims. Many companies will only provide useful information if you have one.