I get many calls for references on former students, employees and acquaintances. I am always surprised at how disorganized these callers usually are. Most start with "What do you know about this person?" That's not a bad beginning, I guess. But they don't seem to know where to go from there.

When you call former employers for references about someone you are thinking of adding to your team you should be as professional and organized as you are for any other presentation or interview. There is much vital information that you can glean during these reference interviews - information that will ultimately work to your company's advantage. Or disadvantage. But you need to ask the right questions in order to get the right information.

• Begin by letting the respondent know right up front that he may speak freely, and that his remarks will be held in strictest confidence (he needs to be assured that anything he says WILL NOT get back to the candidate).
• Let her also know that the position for which you are considering the candidate calls for a high level of integrity and commitment.
• Ask, "How long have you known the candidate and in what capacity?" (This will provide some context for the interview.)
• Ask, "How would you rank him or her against his or her peers?" (You may have to prompt a little with this one: "Best of the best? Above average? Average? Below average?")
• Ask, "What did peers think of this person?" (There may be some resistance to speak for others; let him know you are simply asking for his perception, his sense of how this person is perceived by others.)

• Ask, "Would you hire him again if given the opportunity? Did you enjoy working with the candidate? Did you trust him or her?"
• Ask, "What specific skill set does the person have? What situations bring out the best abilities in this person?"
• Ask, "What significant contributions did he or she make to the company?"
• Ask, "How would you rank his or her work ethic versus other employees?" (Again, this may require a little prompting.)
• Ask, "What management style does the candidate use with subordinates?"
• Ask, "What abilities could be improved?" (Rarely does someone respond to "What are the candidate's major weaknesses?")
• Ask, "What long-term goals was the candidate working on while at your firm?"
• Ask, "Do you believe the candidate will function well in a small organization where many talents are needed?"
• Ask, "Was the candidate passionate about the products and/or services your company provided?"
• And finally, the question that most interviewers begin with: "What is your general overall impression of the person?" (After a good, thorough interview, the answer to this question is often significantly different than it would have been had it been asked first.)

You also may want to check with some people who know the candidate but were not on his or her references list. There's no rule that says you can't call the company for which he or she last worked and ask to speak with someone he or she worked with.

You may be surprised at what you learn - especially if you ask the right questions.