Donna asks: A candidate client suspects that the former employer may be blackballing, is wondering how to determine whether this is true, and what he/she might be advised to do about it. The client worked for the former employer for a significant number of years and handled major accounts. Suggestions and insights appreciated. Thank you.

In answer:
Lets be honest, its not uncommon - plus on certain occasions, if a candidate provides three references, and the first one highlights a certain issue, its not difficult for the reference taker to verge towards that negativity.

The first thing to check, is that the candidate client is being wholly honest with you about their reasons for leaving past employers? When I first meet new candidates, I always ask on those I choose to put forward or place on the dBase, to think about where and who they will reference to - even dumb candidates know to avoid the boss who hated them, only desperate one's are likely to knowingly make that mistake

If you are convinced about the candidates clarity and honesty, then I think approaching each of the references they have given (they may think its X, where as it could be Z being very horrible for reasons unknown to the candidate), and advise them you are the recruitment agent/career advisor, and as they had been provided as a reference to the candidate, was wondering if they could provide a written summary of their reference to you for your files. Then, if they don't or if they provide a statement that says one thing and yet say another on the telephone - which the future employer will always comment on - then its isolates the reference who provides the problem, and makes them looks like an idiot, not the candidate unemployable.

If you do find such a situation, and that employer and the experience gained is key to the candidates being employed in the new post, then - if they are a reasonable person - there is always someone else who can be suitably referenced to, either upwards or sideways. If they weren't dismissed, but don't have any other contacts, there is always the HR department which is a highly suitable "last resort" reference

References are a good thing, but some times reveal a situation in a one-time telephone conversation which can destroy a good career opportunity. I hence think referencing needs careful management from the point of initial contact with the candidate, to successful new employment.

How do I give someone a reference?

Often, as a recruiter, I ask candidates to provide me with references - whether the potential employer asks for them or not. The reason for this is that you get a better view of the whole candidate, over a simple interview and test approach.

In the modern world, most references are done by telephone interview, and last around 10minutes - hearing a tone of voice is better over a managed letter.

But, the thing that always amazes me is that the reference person is often more nervous than the candidate! So, here are a few tips on how to warm/be a reference for someone.

For Candidates seeking references:
First of all, candidates pick your references. I know this may sound strange, but honestly I don't want to talk to your dog walker or cycling buddy. Pick people who you have ideally worked with, or known for a long time and that you keep in touch with. Secondly, brief them - from my point of view, there's nothing worse than dumping your best friend in it, to end up with a bad reference. Thirdly, don't pick people you can't give a full briefing to - why you are looking at leaving, why you think this job is great.

For referee's:
If you are the reference point, then firstly say thank you and then: think! Say no now if you have a doubt over later. Secondly, give the candidate a set of details on which the reference taker can contact you - yes, employers do become suspicious if you give too many references. Thirdly, prepare - I often just jot a few notes down on when we meet, and the candidates history, and the date of the last time we worked together/met. Finally, you can refuse to answer any question - there is no right/wrong/have to question!

Referencing is a good way to get a view of a candidate, and as a reference point you have nothing to lose - hey, they may even offer you a job opportunity (around 15% of candidates for a recruiter come through referencing)