If references are so quick, easy, and relatively painless to check, why is it that so many employers skip this step when vetting a new hire? References can speak to a candidate’s work style, personality, diligence (did they notify the reference to expect a call from HR?), and competence (did they choose a reference who has positive, valuable things to say?). Reference checks provide the priceless opportunity to learn about a candidate through the eyes of another professional—to get the other side of a candidate’s story. It is a powerful and underused tool in the hiring arsenal.

To dispel some common myths about reference checks, it is not unlawful to check references, and it is not useless, because not every reference will have glowing things to say about the candidate. Indeed, the reference may have glowing things to say, but is the right radiance shining on the candidate? A CareerBuilder survey found that nearly 70 percent of employers have changed their mind about a candidate, for better or worse, because of a reference’s feedback. So references can absolutely influence a candidate’s chance to get hired, especially if the contact is staged properly.

To make the most of a reference call, first set the frame. Let’s use a sample job candidate—we’ll call him “Nick.” When you get Nick’s references on the phone, share some information about your company, its culture, your department’s challenges, and what traits you’re looking for in a new hire. That gives the reference context for answering questions about Nick, which will provide you with the answers you want to know.

Examples of strong questions:

• What makes Nick a good fit for this position?
• How did Nick get along with his peers and supervisors?
• What makes Nick stand out among his peers?
• How would you rate Nick on a scale of 1–10? Why did you rate him that way? What could he do to make himself a 10?
• What advice can you give me to successfully manage Nick?
• Are there certain areas where we can give Nick additional support to improve a weakness?
• If the situation presented, would you rehire Nick?
• Is there anything else you would like to share?

Reference checks aren’t the worst, especially now you know how to make them the most fruitful. When you establish a framework customized to your needs, the answers should shed some light on whether Nick—or someone else—is the right candidate for your job opening. But you won’t get answers if you don’t ask questions. So be sure to pick up the phone and seize this opportunity to vet your next group of applicants!