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Make or Break Your Job Search

References have taken on new importance

By Glen McDaniel, MS, MBA, MT, CLS

Last updated on: March 21, 2013 | Posted on: March 11, 2013
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Job seekers can peruse lots of information related to preparing for a job, revamping your résumé and putting your best foot forward during an interview. However, one often overlooked aspect of job hunting is the reference list. References are usually relegated to an afterthought and often not even provided until specifically requested by a prospective employer. After surveying more than 1,500 employers, Allison & Taylor concluded that references have gotten short shrift and are increasingly important in helping an applicant land that coveted job in this competitive economy.

While a résumé will get you the interview, faced with two equally qualified candidates, very often the employer will rely on a reference to make a final decision. There is nothing like an endorsement that a candidate has good work ethic, shows initiative or is a loss to their previous employer, to make him attractive to a prospective employer.  

New and Improved 
The format for references has changed. Traditionally, a reference is a list of individuals who can vouch for you and a way to contact them. An effective reference list will identify those attributes each reference can attest to. 

Whenever possible, tie qualifications to the job being sought and indicate which references can vouch for each qualification with specific examples. Such an approach will make a powerful and proactive statement on behalf of the job seeker. Many assume an employer will only check references with HR or former supervisors, but employers are increasingly reaching out to peers and subordinates. 

Why not beat your prospective employer to the punch and use as references those with whom you have had a successful work relationship? Associates can provide a unique perspective about how you manage and work with others. 

Of course, it is important to ask permission before you use someone as a reference. If you have not worked with your prospective references recently, call and bring them up to date on what you have been doing and give them an idea of the types of job you will be applying for. Verify their recollection of when and how you worked together, their current titles, employers and contact information.

When a list of references is not specifically requested, boldly offer a detailed list at the end of your interview. Give the employer a list to work from before they develop a list of their own. When you apply for a job, comb your social media sites carefully. Do you want a prospective boss to see an off-color joke, off-handed comment or risqué photo? Comments related to religion or politics may be offensive to some employers even if they do not directly impact your ability to do a certain job. Are they worth displaying?

Read Between The Lines 
Be aware of legal negative references. One of the most misunderstood areas of employment policy is that past employers will never divulge negative information about you and will refer all requests for a reference to HR. It is true that, generally, HR will only verify generic information such as title, and dates of employment. But often, prospective employers can glean a lot from what is not said, or read through the lines. Consider the following responses to typical simple questions an employer might ask:
  • Is this employee eligible for rehire? Answer: "Absolutely not!";
  • How would you rate this employee's performance?; Answer: "Let me look at Ms. Jones' legal file and see how much I can divulge -- if anything."
  • Did this employee have any attendance issues? Answer: Big laugh. 

These loaded and potentially detrimental responses are all legal, of course. Remember, prospective employers are not restricted to the reference list a candidate provides. But the better the reference list provided, the less likely it is an employer will go "offlist" and stumble on a negative reference. If you are job seeking, it is time to revisit your approach to creating references using the guidelines suggested.

Glen McDaniel is a writer and healthcare consultant based in Atlanta, GA.




     

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