Allison & Taylor estimates that approximately 50% of all reference checks it conducts reflect some degree of employer negativity.
Here are five false perceptions that explain why countless job seekers go for months, or years, without landing that next job:
Myth No. 1:
Companies cannot say anything negative about a former employee.
While countless companies have policies dictating that only title, dates of employment and salary history can be discussed, their employees – particularly at the management level – frequently violate such policies. Former supervisors are particularly notorious in this regard.
Myth No. 2
Most corporations direct reference check requests to their human resources departments, and they are trained to ensure that nothing negative will be said about me.
Most human resources professionals will indeed follow proper protocol. However, be warned that some will not. When asked whether a former employee is eligible for rehire, some will indicate they are not – and may go on to explain why this is the case. Even if they indicate “not eligible” and offer no further explanation, a potential employee is unlikely to take the risk of hiring you without knowing the reason why a past employer has described you as ineligible for rehire.
Myth No. 3
Assuming HR has nothing negative to say about me, I should be “ok” with that company, reference-wise.
Prospective employers have figured out that former supervisors are much more likely to offer revealing commentary about a company’s former employees. Your supervisor(s) knew you personally and has formed opinions about you, favorable or otherwise. When asked for their opinion, supervisors frequently forget, or are unaware of, company policies that typically instruct them to refer incoming reference inquiries to HR.
Myth No. 4
I should have my references listed on my resume and distribute them together.
You never want to list your references on your resume, or indicate “References Provided Upon Request.” You do not want companies that may have little/no interest in hiring you bothering your references. What’s more, you may be wrongly assuming that the references you list truly “have your back.” Countless job seekers offer up the names of references that ultimately provide lukewarm or unfavorable commentary about them. The candidate should have a list of their references readily available (in the same format/font as their resume) to be given to prospective employers. When offered at the conclusion of an interview – in a highly professional format – it can create a very proactive (and favorable) ending impression.
Myth No. 5:
I took legal action against my former company and they are now not allowed to say anything.
They may have been instructed not to say anything definitive, but do not put it past them to make your life difficult. There have been countless 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 this former employee.” Most employers are uncomfortable hiring someone who has a legal history, probably dashing your job prospects.