representative? You may already have a good idea of who may be making your employment search a miserable one, and while you might be able to keep some former associates off 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 also be high on an employer’s call list, as they know you better than HR, and may also be willing to offer a more revealing profile about you. If you sense there’s a potential problem, consider having a reference check conducted on select business associates from your past. But avoid the temptation to have a friend or associate call and pose as a prospective employer – this attempt could backfire, and any unfavorable input obtained in this manner would be inadmissible for legal purposes. Instead, have a reputable third party like Allison & Taylor Reference Checking 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. These letters are issued by an attorney and sent to the senior management of the company, alerting them to the negative reference’s identity and actions. (Oftentimes, the very act of offering a negative reference is against corporate guidelines, as typical policy is that only a former employee’s title/dates of employment should be confirmed.) In the interest of self-protection, the company will usually caution the negative reference not to offer additional comments or negative commentary again. When handled correctly, the prospects for neutralizing further negative input from a reference are excellent. If concern about your references is causing you some sleepless nights, it’s never too soon to document – and address – what your references are saying about you. CHAPTER 7 Reference Checking: 7 Reasons Not to Have a Friend Check Your References Does this scenario sound familiar? In your search for new employment, you’ve done your homework in refining your resume and presentation skills and have perhaps even “aced” an interview (or two) in spades. A prospective job offer is within reach; one of the last hurdles remaining, the reference checking process. Realizing that your career may rest in a reference’s hands, you consider using a friend (or relative) – posing as a potential employer – to see what a reference will say about you to a prospective employer. While this tactic may be tempting, there are a number of reasons why this is a bad idea: 1. Most friends, however well intended, are not reference checking professionals. They may act in an unprofessional manner, ask inappropriate or illegal questions, or allow something to slip that could compromise your position. 2. Some states impose limitations or restrictions on impersonation. A good reference-checking enterprise knows the legal limitations of reference checking and does not cross those lines. 3. Your reference may convey subtle verbal nuances that a friend may not pick up on. Intonation, wording, and hesitations in responses can be “red flags” to a professional reference checker that may not be picked up by an unseasoned ear. 4. A reference checked by a friend is not legally supportable. If a friend calls and confirms that your reference is providing career-damaging input, you will have no recourse to use this hearsay report for legal or remedial action. A
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