QUESTION 1: What is the common error in checking references, according to the text?

2nd QUESTION: What should be emailed to the reference prior to the call to give context?

Doing a "mini-behavioral interview" asking for recall of Tasks, Actions and Results
In asking only about dates of employment and role
In looking for an exact match, word-for-word, with the candidate's history
In focusing only on the key onboarding question

Was the candidate punctual?
Why did the candidate leave your company?
Would you hire this person again?
What advice do you have for me to get the best possible performance from him/her?

Because the person giving the reference is doing a favor and their time must be respected
Because the law requires the job advert to be sent out
So that the reference can prepare a false story
To confirm that the reference knows how to use e-mail