What are your references saying? Let’s dispel some common job search myth

Thinking about your prospects for landing that new job? You should think first about what your former boss and other references will say about you. There is no doubt that for many job searchers, a person’s past will have a direct impact on their future success.

No matter what the nature of your job or pay scale, you should take your references very seriously. They can make or break a hiring decision.

Allison & Taylor, a reference-checking firm, says there are a number of common job-search myths that should be dispelled:

Myth No. 1: Companies are not allowed to say anything negative about a former employee.

Reality:

While many companies may have policies that dictate only title, dates of employment and eligibility for rehire can be discussed, people do break the rules every day. It’s human nature, and providing a reference may be an emotional call for some. How about the boss with whom you had philosophical differences or the supervisor who sexually harassed you? Maybe a boss was just jealous of you? Half of our clients at Jobreferences.com receive a bad reference, despite the strict “company policies” in place.

Myth No. 2: Most companies direct reference checks to their human resources departments, and these people won’t say anything bad about me.

Reality:

Most human resources professionals will follow proper protocol. However, in addition to what is said, reference checkers often evaluate how something is said. In other words, they listen to tone of voice and note the HR staffer’s willingness to respond to their questions – both critical factors. One other note, the human resources department will divulge if a person is eligible for rehire. Are you?

Myth No. 3: If I had any issues with my former boss, I can simply leave him or her off my reference list and nobody will ever know.

Reality:

Many companies actually check references without an official list or you even knowing. They conduct what is know as a “social security check” to determine where you have worked in the past and then call the human resources department or office administrator at each employer for a reference. This practice also is in place to see if a prospective employee has left any significant places of employment off of a resume – another bad move that should be avoided at all costs.

Myth No. 4: I should have my references listed on my resume and distribute them together.

Reality:

Your references should be treated with kid gloves. Only provide them when asked. The last thing you want is a number of companies that may or may not have a real interest in hiring you bothering your references. What’s more, you want to meet with a prospective employer first to leave a favorable impression before any reference checks take place. If you suspect a less than favorable reference from someone, you can use the interview to address the situation proactively, from your perspective.

Myth No. 5: Once a company hires me, my references really do not matter anymore.

Reality:

Many employment agreements and contracts include a stipulation that says the employer can hire you with a 90-day probation period. Not only are they evaluating your job performance but, in some instances, checking your background and references. During this time, your new employer may call your former companies and, should the results be less than expected, they have the legal right to fire you.

Myth No. 6: I sued my former company and they are now not allowed to say anything.

Reality:

They may not be able to say anything definitive, but do not put it past them to carefully take a shot at you. There have been plenty of instances where a former boss or an HR staffer has said, “Hold on a minute while I get the legal file to see what I am allowed to say about Mr. Smith.” Many employers may be uncomfortable hiring someone who has a legal history, dashing your job prospects.

Myth No. 7: There is really no need to stay in touch with my references.

Reality:

As the saying goes, “Out of sight, out of mind.” Honor these etiquette guidelines, and your references should continue singing your praises for a long time.

First, call your former boss(es) periodically and update them on your career, asking them to continue being a reference for you. Make sure you thank them for their time. Next, as you move further up the career ladder in your profession or achieve new educational goals, make sure your references stay abreast of your success. As you progress, a reference is more inclined to see you in a positive light.

Finally, acknowledge your references with a personal thank you letter or email; offer to take a former boss to lunch or dinner; or send them a thoughtful gift.

Question:
Will my employment references know that I am having them ‘checked out’?

Answer:
Absolutely not. At no time do we reveal who has hired us to do this research.


 Question:
Isn’t it illegal to ask about things other than title and dates of employment during a reference check?

Answer:
No, and that is one of the interesting things about references. It is a private conversation between two people, your past employer and a prospective one. Anything can be said, regardless of what the laws are. Go to your local legislator’s office. They can find the most recent laws for you but remember, every road we drive on has a speed limit. When we are running late, if a police officer is not in sight, we speed. There is not a reference police officer watching over you past employer. Essentially, your past employer or reference can take 5 minutes on the telephone with a total stranger and either increase your chances of obtaining a new position or absolutely ruin them.


Question:
Can I have additional or specific questions asked of my employment references?

Answer:
Custom reports are available for an additional fee. If there is any possibility of litigation, we suggest not to alter our normal course of business as this jeopardizes our unbiased research.


Question:
Who should I list as a reference?

Answer:
When compiling a list of employment references, try to look at it from the prospective employer’s shoes. First, you need responsive people that can confirm that you worked there, your title, reason for separation and other basics. Additionally, you need to list people who can vouch for your level of responsibility and performance. Also consider any party to whom you reported. These individuals do not necessarily have to be named on your list of references, but be assured, if you reported to them, they are likely to be contacted by a prospective employer.


Question:
What if my reference no longer works for my previous company?

Answer:
It is in your best interest to locate your previous supervisors and colleagues. We are not a detective agency, and neither are the prospective employers who will be considering you. Allison & Taylor can simply call your past companies and ask for forwarding information, just as a prospective employer would, but realistically this is likely to go nowhere. You could hire a private investigator or try to do this on your own. Call the company yourself, maybe someone you know is there and they would release the information to you. Can you call former colleagues or clients? The internet is a great source of information, try your own search. The bottom line is that in order for you to compare to your competition for other positions, you need to have your references and past supervisors in order.


Question:
If my employment references are bad, what can I do?

Answer:
A bad employment reference can be strategically dealt with depending on what is actually being said and to what degree things are explained. You need to first determine what is being said before you can develop an appropriate strategy. Depending on what the research reveals as well as the laws within your state, you may be able to take legal action. We suggest taking our report to an employment attorney for proper legal advice. Allison & Taylor, Inc. will be available to supply our research evidence and to testify in support of your situation should the need arise. Although we will not make a referral to a specific attorney, we do suggest finding one through NELA – the National Employment Lawyers Association. Additionally, very good legal advice and information can be accessed at US Law Books.