If you are currently in a job hunt or even just thinking about looking for a new job consider what one Allison and Taylor, Inc. client had to say about Allison and Taylor, Inc.’s professional job reference checking service:
“I’m so glad that I discovered Allison & Taylor. I was using a reference whom I had begun to suspect was providing mixed information about me. Sure enough, the reference stated that I had been laid off from a previous long-time employer when I had actually left for a better position. Now that I know this, I can cross this misleading reference off my list!”
Are you sure that your references are helping you job search and won’t hurt your chances to get that next opportunity?
We’ve all heard that our former employers, when contacted for a reference, will only confirm (per company policy) your employment dates and title. Right?
Wrong.
Despite the fact that many companies prohibit managers from providing references, “We find that the people most likely to provide negative references are former supervisors,” says Shane. “Perhaps a position of authority makes them feel that the company reference policies don’t really apply to them – or that there is no way that their former employee will ever become aware that negative feedback about them has been given out.”
Unfortunately, it’s not just an overtly negative reference that can be problematic. A simple “not eligible for rehire” from Human Resources can also doom an applicant’s prospects for future employment.
There is no guarantee that all corporate employees are aware of, or will abide be, such guidelines. Consider these verbatim comments documented by Allison & Taylor in checking employment references on behalf of job seekers:
“She didn’t resign from our company – she was terminated.”
“I am not allowed to say anything about this person as they were fired.”
“He had issues with his co-workers and management and is not eligible for rehire.”
“Is there a rating less than inadequate?”
“She made a good effort but was simply not able to meet our expectations.”
“I’d rather not comment – you can take that any way you like.”
Clearly, any prospective employer receiving such feedback on a job seeker is highly unlikely to hire them. What, then, should be your course of action if you are concerned about potential commentary from your former employer?
The first step is to confirm if you do indeed have a problem with at least one of your references. Do an honest self-assessment of your references that are most likely to be called by prospective employers. Very possibly you already have a good idea of who may be making your employment search a challenging one. And while you might be able to keep some former associates off of a prospective employer’s radar, it is unlikely that a former supervisor or HR department will be overlooked. The HR department is a traditional venue for reference checks, and HR reps of your most recent employers are almost certain to get a call from potential employers. Your former supervisors will be high on an employer’s list as well, as they know you better than HR and may also be willing to offer a more revealing profile about you.
Then, consider having a reference check(s) conducted on those business associates from your past who might be problematic. Avoid the temptation to have a friend or associate call and pose as a prospective employer – this could backfire on you, also any unfavorable input obtained in this manner would be inadmissible for legal purposes. Instead, have a reputable third party (e.g. www.allisontaylor.com) conduct these reference interviews on your behalf to best ensure that any negative input obtained can be legally addressed and neutralized.
If negative input from a reference is uncovered, what steps can you take? Your options will depend on the nature of the negative input. Where your reference’s communication was inaccurate, malicious, or wrongful you may have the ability – through an attorney – to pursue legal recourse. When a reference’s negative input is not unlawful but is nonetheless restricting your ability to secure future employment, it can sometimes be addressed through a Cease-&-Desist letter which is typically issued by your attorney to the senior management of the company where the negative reference originated, alerting the management of the negative reference’s identity and actions. Typically the very act of offering a negative reference is against corporate guidelines, which normally state that only a former employee’s title/dates of employment can be confirmed. The negative reference is cautioned by management not to offer additional comments and – out of self-interest – will usually not offer negative commentary again.
Whether through a Cease-&-Desist letter or stronger legal measures, the prospects for neutralizing further negative input from a reference are excellent. Also, the “peace of mind” a reference verification brings to an employment candidate unsure of what their references are really saying, cannot be underestimated. If concern about your references is causing you some sleepless nights, it’s never too soon to document – and address – what they are really saying about you. The career you save, may be your own.
If you suspect that a reference may be sabotaging your chances for employment, the first step is to obtain documentation by a third-party company indicating exactly what they are saying. And, the sooner the better – a negative reference can plague you indefinitely. Identifying such a person and preventing any further damage caused by them will surely be one of the best investments you will ever make.
In offering this service, Allison & Taylor works with attorneys well-versed in employment law who will review the client’s report from a negative reference, speak directly with the client to discuss protocol and options, and then issue the letter to the organization from which the negative commentary originated. As part of the overall fee, Allison & Taylor then re-conducts the original reference check to determine if the negative reference is continuing to offer harmful commentary. This very rarely turns out to be the case – the documented “success rate” of the letter through attorneys working with Allison & Taylor exceeds 99%.
Note that a negative reference is likely to continue offering the same input to every prospective employer that calls unless you detect it and take steps to stop it. Like Jennifer, job seekers can lose many opportunities before they realize what is happening. It’s never too early to identify – and neutralize – a negative job reference in your life.
For more information about Allison and Taylor, Inc.’s services click here.
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?