A little while back I wrote about how job references are increasingly becoming irrelevant to smart managers because the said referees have the propensity to tell them what they want to hear – that you have a fine candidate. In essence, references inadvertently degrade to a factor of lesser significance when selecting “the candidate” from the herd.

Well I held that view until recently when I happened upon a slightly dated yet insightful excerpt from Dr. Pierre Mornell’s Hiring Smart! in my reading that struck me as genius:

Here’s the simplest, most effective reference check that I know. It’s also fast and legal. Call references at what you assume will be their lunchtime–you want to reach an assistant or voice mail. If it’s voice mail, leave a simple message. If it’s an assistant, be sure that he or she understands the last sentence of your message.

You say: “Jane Jones is a candidate for (the position) in our company. Your name has been given as a reference. Please call me back if the candidate was outstanding.”

The results are both immediate and revealing. If the candidate is outstanding, I guarantee that people will respond quickly and want to help. Take such a response as a green light. Proceed to the next level by checking out the individual.

However, if only 2 or 3 of the 10 references selected by the candidate return your call, this message is also loud and clear.

Now then, would your references initiate a callback? What would they say of you?

By the way, the excerpt is recommended reading for hiring managers and job seekers alike. Better yet, get the book.