2. The format of references have changed. Whereas the standard approach was to offer a simple list of references and their contact information, savvy job seekers are now modernizing their reference lists to make a powerful statement of their qualifications for the new position. An effective reference list will identify those attributes the references can attest to, an approach that offers several benefits to the job seeker. It allows them to further showcase their abilities and achievements with former employers, and to tie those qualifications in with the key job elements sought by prospective new employers. When offered to a potential employer - e.g., at the close of an interview - a well-crafted reference document will make a powerful and proactive statement on the job seeker’s behalf. See examples for several different reference lists here. 3. Employers will use peers & subordinates as references. Many job seeks assume that an employer will only check with Human Resources or a former supervisor for reference purposes. It’s a potentially disastrous assumption; especially in this challenging economy, employers feel they have the luxury of checking less-traditional references such as peers/co-workers. This can work to a candidate’s advantage if they strive for successful work relationships. Associates like a supportive second-level supervisor or a matrix manager(s) can be key advocates on a job seeker’s behalf, and might be more supportive than traditional references like immediate supervisors. (Note: A prospective employer does not require permission to check any reference.) Find out what information is critical that a reference to be able to provide about a candidate by clicking here. 4. Workplace bullying will continue to be an issue. Despite negative press about bad bosses (or coworkers), bullies still abound and can adversely affect a job seeker’s current or future employment. Workplace bullying tactics can range from the covert (behind-the-back sniping) to the blatant (public humiliation or physical abuse), but they are unquestionably harmful in all forms. Luckily, there is recourse if an employee is experiencing this issue at work. Find out what to do about workplace bullying here. 5. Employers are using more social media and technology to evaluate candidates. Many employers are utilizing electronic reference systems, which rank an employee’s performance on a scale. While it is comprehensive and factual, it has the downside of limiting the opportunity employers have to favorably assess a candidate. Your readers need to know- a smart job seeker will have negotiated the terms of their reference upon departure from any company. They also need to review social media sites (Linked In, etc.) to ensure a prospective employer is not viewing any inappropriate or private commentary about them. Read some tips about managing references in the social media age. 6. Accomplishments and real case scenarios will become fundamental interview tools. For each job, candidates should keep a list of accomplishments and instances where their efforts helped avert a crisis or problem situation. These “life scenarios” are commonly used in employment interviews and the ability to respond to them comprehensively and knowledgably is a critical tool that will help a job seeker excel in the interview process
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