We've all been there, sitting across the table while judging eyes glare at your resume as they fire off questions hoping they will trip you up. You sit nervously coming up with answers off the top of your head, thinking 'did I just answer that correctly?' or 'what is this guy wanting from this question?' Then they get to the part where they ask if you have any questions for them, and like a good interviewee you have done your research and have come up with a nice list of follow up questions. When you are finished, you shake everyones hands and get ready to leave. Oh, just one last thing, they ask you for a list of references.

Interviews go both ways. Not only is the potential employer checking you out to see if you fit the team, but you need to really be thinking, 'is this the team for me?'

Quick question, you ever stretch the truth during an interview, maybe just a little? Sure you have. Well here's a bit of news, you may not have been the only one in the room attempting to sugar coat the truth. See it benefits the potential employer to sweeten the deal, to really make you want to work for them. Here's an example, if you had gone into an interview and found out that the company wasn't doing all that hot, or that 6 people have quit in the past 4 months from the very team you are to be hired for, would you really want the job? Would you really be willing to settle for a lower salary than you are worth?

Of course not. But what if there is a carrot? What if you were told that Fridays are half days during the summer time, or that you would get the pick of your project? What if you were told that the team was highly respected and work really well together? Would it be worth it then? OK maybe not, but you may think about it a bit longer especially if you are coming from a really bad situation.

How can you tell if what they are telling you is the absolute truth? How do you know that you aren't going to be searching for a new job again in 3 months when you are fed up with the crap? Even if you interview with the entire team, nobody's going to come right out and say, hey we are a really dysfunctional team and we seem to lose our best players after only a short time.

What if you could ask for references? That's right, ask for three to five former employees with at least one that worked either in or near the same team you would be working with. Then you could get the real information from someone who was in the trenches. See what you have to look forward to if you decide to take the job.

I'm not exactly excited about getting phone calls asking about my former employees, but I would definitely be willing to jot down a line or two in an email.

I wonder if anyone has done this and what their experience has been.