If a prospective Employer or job agency calls you for a reference of a
former colleague or subordinate, what should your general approach be
assuming you have the intersts of the person at heart?

To be more specific 
- Should you be up front about the person's weaknesses especially those that 
  may eliminate him/her from been selected?

- Without actually telling a lie , is it OK to put the best possible "Spin" on 
  any questions asked about the person/candidate?

- Is it ever OK to "bend the truth" , especially if you wish  to conceal some  
  information which would eliminate the candidate from consideration of 
  employment?

- When discussing references should your approach to job agency differ 
  from that of a prospective employer?

Mongolia

Tricky one that
- I've only once been 'phoned up to provide a reference like that
- although, thinking about it, I've provided a few

It is really difficult, on the one side you know the guy's weak
points, but on the other there is personal loyalty.

In the case I'm thinking of, it was an IT related sales job with an office at home.

I pointed out to the employer that the guy was a good and persistent
'door-kicker' - so he might as well try him out (lowish basic and good
commission).

Ironically he was employed, but typically, simultaneously, got a
similar position with another non-competing company, so he had two
company cars, two home computers, two mobiles and two home 'phone
accounts.

He said it was rather confusing.

I've always felt that one has an ethical duty to look after ones friends
- provided it does not materially damage oneself

The job candidate should have asked you if he could give you as a
reference, at which time you could have clarified with him/her how far
you would be willing to go in providing a positive sounding reference.

Barring this, if you have difficulty giving a favourable opinion, you
could excuse yourself from the matter by explaining that you are the
wrong person to ask.

Of course, this will of itself not give a positive impression, but you
won't have to bend the truth, which in the end probably won't help the
candidate.

Generally, if you do not have anything good to say; confirm and
provide dates of employment and that is all.

Do not lie, and do not sayfalse good things either as (though rarely)
there may be some liability for that.

Just say it is your firm's policy to conform or deny employment and
that is all you an do.

Mnay firms have such policies in order to avoid any liability.