Most companies use reference checks as one means of verifying your background. Usually, such checks are made after a job offer is extended, or at least after you have become a serious candidate for the job. Sometimes an offer is made contingent on your references "checking out." In this case, the reference check is the final hurdle. It can eliminate otherwise well qualified candidates or cause them to lose out to competitors with better references.
Frequently checks are made not only on those people you supply as references (the PE assumes that these will be good, or why would you have given them?) but also on former supervisors, associates, and even subordinates. Keep in mind that the PE can contact anyone who may be able to comment on your work experience, character, or ability.
More frequently than you might think, job hunters get poor recommendations from supposedly excellent references. Executive recruiters discover this all the time in checking references supplied by their candidates. Here are examples from the files of headhunters.
Why Job Hunters Are Given Bad References?
There are dozens of stories of executives whose references did not check out, although by logic and reason they should have. Can you imagine what might have happened had any of the above references been the only one who could be reached? Or what if the job hunter was really unlucky and two of his references failed to check out? What would be the results if the competition between two job candidates was particularly close?
Why are job hunters like Dan and Mort given unfair references?
The motivation can be jealousy. Dan's former roommate was also a physicist. Dan had forged ahead and was ready to take over major responsibilities as an R&D manager. Dan's friend was still at square one. Mort's former supervisor resented Mort's accomplishments and saw him as a threat to his own position. In fact he was half afraid that the headhunter was recruiting Mort for his very job. Mort's superior performance made it impossible for the corporate officer to fire him, but this did not prevent him from giving Mort a bad reference.
The Secret of Always Giving Superior References
What can you do to prevent your references from unexpectedly turning sour? First, prepare your references before they are contacted. If you are not conducting a campaign in secret, talk to each potential reference, including former employers. Tell each your job objective and explain what you would like the reference to say. Don't be bashful. If you did a great job for some people and you'd like them to emphasize it, tell them. This preparation is especially important with a former employer, since you must establish an agreed on and acceptable reason for leaving your job.
Second, try to locate any hidden bombs before they go off. Have every reference checked out. The best way to do this is to have a friend check them for you. Make up a list of at least ten questions that a PE or headhunter might ask: "Under what circumstances do you know the candidate?" "What kind of person is she?" "Is he reliable?" "Is he suited to management?" Review these questions with your reference checker and make certain that he sounds professional. Your checker's dialogue might go something like this: "Hello, Mrs. Smith? This is Clark Baker of Worldwide Search. One of your former employees, Jim Jones, is being considered for a senior financial position with one of my clients. I wonder if I could take a few minutes of your time for a reference check?"
No matter what happens, your checker must not admit that he is anything except what he says he is. If he is asked questions about the job, company, or industry, he should say that he is not permitted to divulge this information.
If you discover a bad reference, don't use it. If the reference is a personal or professional one, just substitute a good reference. What can you do if the reference is a former supervisor? Well, if you don't name the former company, your former supervisor won't be contacted. If the PE insists that you name former companies, you can give the names and numbers of good references at each company and leave out your former supervisor. If you locate only one bad reference among former supervisors, try to find out the reason for it. Tell your PE about it and offer him good references at the same company.
What to Do After Your References Have Been Verified?
Once you have completed your checking, make a list of dependable personal, professional, and former employer references. Always make sure that these references are not called until you are definitely interested in a job offered by a PE and the PE is definitely interested in you. If you do not protect your references, along about check number ten your references are going to become somewhat less than enthusiastic about you. Protect your references by adopting the policy that "references will be furnished only if there is mutual interest." If your references are senior, give your PE a hint by listing titles only. "U.S. senator," "president of a medium size manufacturing company," and "professor of management" are impressive without giving away a thing.
The reference check is one of the final obstacles between you and a superior job. If you neglect to check out references yourself, that critical commitment by your PE, the job offer, may never be made.
