It wasn't long ago when unemployment was under 5 percent and technical experts in the high-tech field were as scarce as two-dollar bills.
Remember the good old days when you'd hear, "If you can put a mirror under his nose and see steam, hire me' or "We need more warm bodies to get these projects going"?
In fact, I recall one situation when a candidate applying for an engineering-design job actually walked out of an interview in disgust after I requested job-related references. His response was that in six interviews and five job offers, not one employer asked for references. Since people with his skills were few and far between, my client apologized to the candidate, told him references would not be necessary, and hired him on the spot. Two months later he quit. Now my client insists that final candidates submit references to be checked meticulously before any employment offer is extended.
The days of hiring without a strong background check are gone. Moreover, with the competition so keen for high-paying positions, potential employers no longer ask for voluntary references. They are requiring references from former bosses, associates, and customers.
MISCONCEPTION
A bad reference will automatically eliminate you from the hunt.
REALITY
There is a significant difference between a bad reference and a poor reference. Bad references confirm difficulties you explained in the interview. Poor references come as a total surprise to the employer and will probably result in your elimination from the competition.
Our company has established guidelines requiring candidates to supply the names of all former managers over a period of ten years. If candidates cannot produce the names, they simply get cut from the competition. We refuse to sponsor candidates if we cannot speak with their former supervisors. References are fast becoming the most important criteria in the hiring process.
References Seldom Result in Elimination
Welcome to the nineties, where, as we said before, employers are going to tell you who they want as references. References will continue to be the swing factor in picking players for the team. Most companies, at reference check time, will have anywhere from two to four candidates in the running for a top position.
But before you start getting all sweaty and nervous about supplying the name of your former boss whom you called an idiot to his face, you must understand one very important distinction. There is a significant difference between a bad reference and a poor reference. A bad reference describes you in a negative light. "Jody definitely had a personality clash with the VP of marketing." A poor reference is a bad reference that comes as a complete surprise to the interviewer. "When I asked Jody, she never mentioned during the interview that she and her former boss had a poor relationship."
Bad references don't necessarily kill your chances for a job, but - poor references do!
MISCONCEPTION
The majority of companies have policies that limit reference discussions to confirming dates of employment and job titles.
REALITY
There is hidden morality between employers that encourages them to communicate in an open, honest manner. If a reference you supplied won't talk, negative conclusions may be drawn.
Consider the case of Paul, who was applying for a VP and general manager slot in a high-tech telecommunications company. Paul breezed through the interviews, impressed top management and the board of directors, and was ready to accept the job once his references checked out. During discussions with one reference, it was learned that Paul had recently undergone serious surgery, limiting his ability to travel. Although his medical problem was no longer a hindrance, the fact that he didn't address the subject during the interviews raised questions about his candor and honesty.
In the end, Paul was not hired as other negative factors surfaced during subsequent reference conversations. Incidentally, Paul supplied his own references, which eliminated him from the hunt, or was it Paul who caused his own demise?
The question now arises: Should a potential candidate prepare interviewers for the responses they might receive from references?
The answer is an emphatic yes! If there is any doubt in your mind that questionable matters might surface, it is right and proper to tell potential employers why you and your former boss did not agree on policies or strategies. A frank conversation with interviewers will give you an opportunity to explain the strengths and the reasoning behind your opposing viewpoints.
Potential employers don't take kindly to surprise attacks after candidates survive the cut and make it to the finals. The better you educate the potential employer to the personalities and backgrounds of the references, the less likely poor feedback will result.
MISCONCEPTION
The interviewer will tell you a poor reference knocked you out of the running.
REALITY
Potential employers, because of the fear of legal retaliation, will never reveal the source of a poor reference.
Alerting a potential employer to personality conflicts, you will ensure that a bad reference doesn't eliminate you from the competition.
Now for the sad revelation about poor references! You'll never be told that references knocked you out of the running. Sure, you'll hear nice words like "Your qualifications are great, but we decided to promote from within," or "After going through this process, we chose to eliminate the position," or "The other candidate just had more years of relevant experience."
What you will not hear is, "Your former boss didn't have much good to say about you," or "It's too bad that little fling you had with the CEO's secretary cost you the job."
The fear of litigation and the desire to keep lines of communication open with other industry managers will stop interviewers from revealing the source of negative statements.
So, can you ever check to confirm when you are getting a poor reference? There are two approaches that can be taken. One overt, the other covert!
The overt approach is to contact each of your references and confirm that potential employers have called. If only one of your references is contacted and the others are not, you probably have a problem with that first reference. You may then wish to ask him or her for a Reader's Digest version of the conversation. This way you can determine if any negatives surfaced that may have impacted on the employer's decision. All too often, employers who check references on several candidates stop and eliminate one candidate at the first sign of trouble.
MISCONCEPTION
It is immoral to set up a mock reference check when you think negative input is being given to potential employers.
REALITY
If you are getting knocked out by a poor reference, you have a right to know.
You should be aware, however, that shrewd recruiters continue checking all references even if the first one is "big league" poor. This action protects the identity of the person who may have offered the negative feedback.
If this method doesn't work out, you may wish to go underground with a bold, covert approach. This will alert you if you are receiving a poor reference. What you do is stage an inquiry with a friend or an associate who contacts the questionable reference.
This mock check will clearly indicate if the reference is helping or hurting your chances of making the team. If you have a strong indication that a former employer is trying to undermine you, confront the person to confirm your suspicions. Once you know the enemy, it's easy to chart a plan of attack.
If you are receiving poor references, you have a right to know. Losing out on opportunities because of a personal vendetta is totally unacceptable and should be dealt with accordingly.
It is also your responsibility to monitor the actions of your references and ensure that they are communicating with potential employers. If you know an interviewer is going to contact listed references, alert these former employers and associates to the important call. If your references don't return phone calls from potential employers, your stock will drop fast.
To be sure, the nature and mode of reference checking has changed dramatically over the years. Knowing the new rules and keeping your references in check will increase your chances of surviving the cut and making the team.
