If you are searching for a job it is critical not to undervalue the importance of your job references.
Consider what one Allison & Taylor client had to say after using their professional reference checking service:
“Peace of mind is important and I would not want to go on job interview and not get jobs without knowing possibly my employer was giving me a bad reference. Good to know the reference was good and I will go into my first and any future references with a feeling of peace and confidence.”
While it’s true that many companies do have reference policies in place that prohibit them from giving out anything but limited, prescribed information, many do not, says Allison & Taylor Reference Checking. Additionally, even companies with reference policies in place cannot ensure that their employees will necessarily abide by such rules. As a consequence, while countless job hunters feel secure in the idea that a former employer will only provide their position title and dates of employment, there’s a very good chance that former employers may offer considerably more than this – including unfavorable commentary that may ensure you’re not hired again anytime soon.
Here are some a few actual examples of reference responses documented by Allison & Taylor:
We would like to verify that (the candidate) held the position (title) from (dates), is this correct?
- “He was an account executive, not a Senior V.P.”
- “His name doesn’t ring a bell.”
- “I am not allowed to say anything about this person as they were fired.”
Some references will refuse to rank a past employee due to an unfavorable impression:
- “No comment – they could not do anything correctly in the position they held with us.”
- “Let’s save time. Basically, you could rank them inadequate in all areas.”
When questioned about strengths and weaknesses:
- “I cannot think of any strengths, only weaknesses.”
- “Weaknesses seem to stick in my mind … I’d have to really think about any strengths.”
- “I’d rather not comment – you can take that however you want.”
Regarding Eligibility for re-hire: Is this person eligible for re-hire?
- “He is not. I’m really not supposed to say much but he was unreliable and sick at lot.”
- “No, but I can’t say why.”
- “No, it was the departure – kind of burned his bridges when he left.”
- “No, she stole from the company. We have an investigation pending.”
When asked about the reason for employment separation: Could you fully describe the circumstances and reason for the separation?
- “She was fired.”
- “She was let go – she didn’t do her part as expected.”
- “I fired him! He and his buddy had some illegal things going.”
- “It was a rather delicate and awkward situation. You should call her other past employers. I made the mistake of not doing that.”
Allison & Taylor estimates that 50% of their references come back as “lukewarm” or “negative”. In view of the critical employment stakes involved, consider having a simple reference check conducted that will tell you definitively whether or not a reference is providing a positive, professional response to inquiries made about you. If they are not, you can take proactive steps to prevent this continued spread of negative information, either through a Cease & Desist letter or through more aggressive legal recourse.
To find out more about reference checking, please visit Allison & Taylor.