Negotiating a fair severance package is a fairly standard practice when a person involuntarily leaves a company. What many people fail to realize, however, is that it’s just as important to negotiate a fair professional reference for use in landing one’s next position, says professional reference checking company Allison & Taylor.
Failure to do so is one of the biggest blunders people make when they lose a job. No matter how you leave a company, you need to know what your immediate past employer is going to say about you to a prospective employer. Many people mistakenly believe that all employers will do is simply verify past employment, but this couldn’t be further from reality. In many cases, a previous employer will say far more than they should when providing a reference.
When negotiating a professional reference, there are three high-priority items that must be directly addressed and confirmed with a former employer. People should confirm with their former employer whether they are eligible for rehire, the specific reason behind having lost their job, and – if the employer will provide a reference – what is going to be said. Getting the answers to these questions in writing is a highly recommended.
Job seekers also need to know who is going to be providing the professional reference. A reference’s voice inflection can tell prospective employers volumes about a person’s true feelings. In many instances, it’s best for a human resources executive without emotional ties to a former employee to provide the reference. It’s not just what is said but how it is said. The worst case is an emotional boss who one day may provide a favorable reference and the next day the opposite, just because he or she may be having a bad day.
If there is a concern that a former boss may say something derogatory or untrue about a former employee when asked for a professional reference, the human resources department should be contacted to clarify the company’s reference policy. In truth, many managers don’t know the official reference policy of a company and inadvertently say too much. In these instances, someone in human resources needs to remind them of the rules, which forces former bosses to temper their comments.
In some cases, prospective employers who cannot reach a candidate’s professional references simply eliminate that person from contention.
“The interviewing and reference-checking process is all about impressions,” states Heidi Allison, CEO of reference checking firm Allison & Taylor. “What kind of impression do you think a candidate provides if a so-called professional reference refuses to acknowledge a candidate worked for them? Not good.”
Come back next time and learn what you can do to make sure your former employer is not hurting your chances of getting a new job.
For further details on services and procedures please visit www.AllisonTaylor.com.
Here is what on Allison and Taylor, Inc. client had to say about our professional reference checking service:
“I am 100% satisfied with the level of service, professionalism and persistence from Alison & Taylor. I will definitely recommend your firm to my family, friends and colleagues.”