It's amazing how many employers never check a job applicant's references.

Statistically, it's likely you don't.

The American Management Association reports that hiring mistakes (the wrong person for the job
or working environment) have the greatest negative impact on a company's performance. When the wrong
person is introduced to a small or close-knit department of a company, the repercussions can be devastating.

Here are some basic guidelines for hiring personnel. Whether you're hiring a receptionist, data entry
specialist, assistant bookkeeper, or a Vice President, use these tips:

• Accomplishments: Always ask for specifics when a candidate mentions accomplishments. Most people don't tell outright lies on a resume, but the truth is often told in the best possible light.
• Academics: Discuss all educational background issues. Inquire about degrees and course completion.
• Professionalism: Does the person display a professional attitude in the interview? If the applicant is sloppy and un-professional with you, how will he/she be with your customers?
• Ask For References: Most applicants put "References available upon request" on a resume because they know you are unlikely to request them. Ask for the names of former employers, peers and subordinates.
• Get A Written Release: A written release granting permission to contact references should state the applicant will not hold references liable for what they say. While this may not hold up in a libel suit, it's a good safeguard for employers who want to tell the truth.
• Call The References: Ask if the employer would re-hire this person, and if he/she is qualified for the position you have.