Susan was anxiously awaiting input on her application for an RN position at her local hospital. Her interviews had gone well, encouragement had been offered, and then…no callbacks of any kind from the hospital. When she called them for a status update, she was merely told that she was no longer being considered and that the hospital “had made other arrangements”.
Should Susan have been concerned about her references? Is the scenario described here, a common one?
Simply put, the answers are “yes”, and “yes”. Many job seekers can relate to gaining initial interviews – followed perhaps by a 2nd or 3rd interview as well – and then having the “trail go cold” after initial encouragement had been offered by the prospective employer. Too often, this scenario is the result of negative feedback obtained from one (or more) of their reference checks.
While some believe that employers are less likely to check references than in years past, the opposite is almost certainly the case. This is due in part to the fact that our economy is currently favoring an “employer’s market” – potential employers can be (and are) increasingly “picky” as they typically have a larger pool of qualified candidates to choose from. Related to this, they are more inclined to conduct “due diligence” by checking out not only an applicant’s HR reference (the traditional venue), but a former supervisor(s) as well. Their motive: an awareness that HR personnel receive more training and emphasis in confirming only employment dates and titles, whereas supervisors – who knew the applicant personally – tend to be more inclined to verbalize their impressions of the candidates. Prospective employers are eager to get kind of candid feedback when they can get it, and realize it is more likely to be forthcoming from a candidate’s former supervisor than their HR representative.
Some employers even use this knowledge as a tool during the initial application or interview process. Candidates might be asked, “What was your bosses’ name at your last place of employment?” or even “What would your former supervisors say about you as an employee?” either on their application form or during the interview. Realizing that the employer might contact their former supervisors or co-workers, candidates might think twice before embellishing their employment history or performance.
In summary, the job seeker should plan on any prospective employer conducting a reference check on both their most recent supervisor and HR representative at their most recent place of employment (at a minimum). If you’re less than confident that their input about you will be either favorable or neutral, consider having a professional reference checking firm document exactly what they will say about you. Remember this: your employer’s input will either confirm – or derail – your prospects with future employers.
Are you protected by your old company’s policy to only confirm the dates and title of employment?
Our experience is, that with a little pressure, most managers break company policy and speak their mind to either help or hurt a candidate’s chance at another job. Who from your past job will help you or hurt you – you need to know.
Click here to find out what is really being said about you.
Were you a victim of discrimination, sexual harassment or wrongful termination?
Your previous employers could be affecting your new job search through their comments to prospective employers. Don’t let them continue to hurt you and your career.
Click here to find out what is really being said about you.
You’ve put time and effort into your resume, developed your network of possible employers and recruiters, worked on your interview skills – but have done nothing but typed a list of your references. Don’t leave this crucial area to chance. References are the final factor in who gets the job offer. Your past employers – anyone you reported to will be contacted. Do you know what they will say?