Nov. 11, 2017 "Give references the attention they deserve": Today I found this article by Eileen Dooley in the Globe and Mail:
References are a slam dunk. These are people who will sing your praises, people you can depend on, people who will say whatever it takes to help you. By the time employers are calling references, you've made it and you're starting to prepare your letter of resignation. But not so fast.
Underestimating the reference process is a common mistake people make, at all stages in their careers.
From putting references directly on a résumé (no)
to handing out reference lists randomly (no, no!),
compromising the validity and integrity of your references can greatly diminish your chance of landing the role – especially if the employer is checking more than one candidate's references.
A reference list is private and personal and it holds private, personal information, including contact details, titles, your relationship with the person, etc. References are intended to speak highly of you, in a thoughtful and intelligent way, complete with knowledge about how you work and what you have done.
They will validate what the employer already knows, but may also uncover information that was not discussed in interviews.
The people on your list are an essential part of your personal marketing plan – so give it the attention and care it deserves.
Gather an inclusive list
Make sure your master list includes a variety of people and relationships, such as managers, co-workers and subordinates. List different industries, roles and markets if you can.
Make sure these are people who can talk intelligently about the work you do and what you are like to work with. They should be able to answer all questions thoughtfully, with as much detail as possible.
Make sure these are people who can talk intelligently about the work you do and what you are like to work with. They should be able to answer all questions thoughtfully, with as much detail as possible.
Provide a useful list to the employer
Nothing upsets an employer more when doing a reference check than when the people on the list are unable to answer questions because they either have not worked with you recently or haven't worked with you in the capacity that you are being considered for. Make it easy on the employer, and yourself, by providing relevant references.
For example, if you are being interviewed for a procurement specialist role, include the name of a supplier you worked with, or a co-worker that you worked on a project with. And skip the character references (friends you have not worked with). They are rarely called.
Make sure your list includes the reference's name, title, company, phone number and e-mail address. Do not include mailing addresses. And, most importantly, add one sentence explaining how you know this person.
Make sure your list includes the reference's name, title, company, phone number and e-mail address. Do not include mailing addresses. And, most importantly, add one sentence explaining how you know this person.
Inform your references
Tell your references that you provided their name and contact details for a job opportunity. Tell them who will be calling and what that person's title/relationship is to the job. Do this each time you provide someone with their contact information.
Nothing irritates a reference more (especially me) than an unexpected reference-check phone call. It looks equally bad when your reference starts asking for clarity on whom the employer is calling about and for what role.
Nothing irritates a reference more (especially me) than an unexpected reference-check phone call. It looks equally bad when your reference starts asking for clarity on whom the employer is calling about and for what role.
Prep your references
Tell your references what you want them to say. Do not make your reference do any work.
Send them talking points – things you know the employer may ask because they came up in the interview process more than once. Refresh your reference's memory on what a terrific employee and colleague you are/were. Send them the job posting you are being considered for. Make everything as easy as possible for your references.
Send them talking points – things you know the employer may ask because they came up in the interview process more than once. Refresh your reference's memory on what a terrific employee and colleague you are/were. Send them the job posting you are being considered for. Make everything as easy as possible for your references.
Follow-up with your references
If your reference was called, find out what questions were asked and what the answers were.
You may be surprised by some of the responses, especially if you believed him or her to be an excellent reference. If you have not heard from your references, call them to see if they were reached by the employer and, again, ask them how they answered the questions.
This is a good way to assess whether to use these references again, or to seek out others.
Stay on guard throughout the reference process to ensure nothing compromises the professionalism you have illustrated thus far. Your references are an extension of you and the last step before landing that job offer.
This is not the time to rest easy or stand down – if anything, it is the time to concentrate on this final, crucial detail that will make or break the interview process.
This is not the time to rest easy or stand down – if anything, it is the time to concentrate on this final, crucial detail that will make or break the interview process.
Calgary-based Eileen Dooley, vice-president of VF Career Management, is a career-transition specialist.
My opinion: These tips were helpful.
Nov. 20, 2017 "My offer was rescinded after a reference check. Now what?": Today I found this article in the Globe and Mail:
THE QUESTION
In
February, 2011, I was terminated with cause by an employer of 24 years.
I then worked with an insurance company for six years until a change in
management resulted in me being let go without cause. This past
October, a large financial institution offered a position, pending a
satisfactory background check.
The offer was rescinded following the check, though it would not disclose how or where the negative information was discovered. Both previous employers confirmed contact, but said they would only confirm that an individual had worked at the organization, and tenure of employment. What should my next steps be?
The offer was rescinded following the check, though it would not disclose how or where the negative information was discovered. Both previous employers confirmed contact, but said they would only confirm that an individual had worked at the organization, and tenure of employment. What should my next steps be?
THE FIRST ANSWER
Julie Labrie
President, BlueSky Personnel Solutions, Toronto
Many
organizations make it a policy to only confirm past employees' job
title and tenure for reference checks – regardless of positive or
negative work histories. This doesn't stop some people though, from
asking for more intel off the record, and those conversations do
sometimes take place, even though they shouldn't.
Ultimately though, if there is no proof of unlawful wrongdoing, this all falls under the realm of speculation.
Ultimately though, if there is no proof of unlawful wrongdoing, this all falls under the realm of speculation.
My recommendation:
Put this experience behind you, and move on with your job search,
unfazed and more determined. Maintain that positive outlook and don't
let this one situation get you down.
Besides, there are companies out there that don't conduct reference checks when making new hires. Your tenure at both companies is impressive. So leverage your strengths and showcase your work accomplishments with confidence.
Besides, there are companies out there that don't conduct reference checks when making new hires. Your tenure at both companies is impressive. So leverage your strengths and showcase your work accomplishments with confidence.
Lots of people experience difficult circumstances work-wise and bounce back, and you undoubtedly can, too.
THE SECOND ANSWER
Greg Conner
Vice-president and corporate secretary, BC Transit
Small
consolation, however, this is not all that uncommon and there are
definitely actions you can take to mitigate the impact of a reference
that is less than positive. There are many reasons such as the one you
outlined why one might not get a good reference from a past employer,
even if its stated practice is to provide only role and duration of
employment.
First, if you know that
the official reference will be neutral at best, be upfront and let the
recruiter know why and offset that with references from previous
clients, colleagues and other managers who can provide a personal
reference for you.
My advice from long experience is to ask specifically, "Would you be willing to provide a positive reference?"
My advice from long experience is to ask specifically, "Would you be willing to provide a positive reference?"
To
have past circumstances impact future opportunities isn't really fair,
especially when they are not of your doing, so provide relevant positive
references as a counterpoint.
I
would also ask your two previous employers to provide written
references, which you would then provide to the recruiter. That will
often avoid the off-the-record comments it appears may have happened in
your case.
Human Resources should be willing to provide those as it will want to avoid the legal liability that could result from a manager making negative comments about your employment.
Human Resources should be willing to provide those as it will want to avoid the legal liability that could result from a manager making negative comments about your employment.
Best wishes to putting this behind you and building positive references for your next job.
Mrswillibobs
2 days ago
Speaking
from a HR perspective, the issue could have possibly been the
‘terminated with cause’ after 24 years. Knowing how sure an employer has
to be to terminate any employee, it would certainly leave me wondering
what an employee could have done that a company would risk a wrongful
termination lawsuit with 24 years of service involved. That could lead
to a substantial payout depending on a number of factors under common
law.
Don.Adams
2 days ago
No
one owes you a job or a good reference. A job is simply a buy/sell
arrangement ... you offer to sell your time and experience, the employer
decides wether to buy or no.
duali
2 days ago
The
Globe and Mail would be better off having a lawyer answer these
questions. Some of the responses could land this publication in hot
water.
divadabz
22 hours ago
Really? This is an anonymous comment board - follow any "advice" here at your own risk.
app_65772297
2 days ago
I
was just terminated without cause after a good performance review from
my supervisor. I have been with this large company for just over 1 year.
The reason I was given was that “ you don’t fit in”. My supervisor was
on holidays when I was terminated by her superior.
Any suggestions on what to do next?
On-Line Reader
2 days ago
a) Start looking for another job.
b)
You could talk to an employment lawyer and see if you have any basis
for demanding additional compensation over and above whatever you
received.
c) You may be better off not working there.
Basinview1
2 days ago
As
far as I know., The Supreme Court of Canada has at least one ruling on
whether employers are required to provide an honest work reference. That
ruling was in favor of an insurance broker who was terminated even with
a strong sales history.
This occurred in the early 1990s, there may have others afterward. While the legal justification for not providing a true reference is murky, primarily because the lawmakers go out of their way to allow employers to protect their business under the guise of acting in the best interests of the company, often regardless of the cost to the worker and the truth.
The suggestions offered in this article are immature and underestimate the impact that dishonest employers have on workers. This workplace issue is even more important today given the recent cases of sexual harassment and assaults linked to employment security. One way to insure an honest employer is to ensure workers have greater protection either under the law or through union involvement.
This occurred in the early 1990s, there may have others afterward. While the legal justification for not providing a true reference is murky, primarily because the lawmakers go out of their way to allow employers to protect their business under the guise of acting in the best interests of the company, often regardless of the cost to the worker and the truth.
The suggestions offered in this article are immature and underestimate the impact that dishonest employers have on workers. This workplace issue is even more important today given the recent cases of sexual harassment and assaults linked to employment security. One way to insure an honest employer is to ensure workers have greater protection either under the law or through union involvement.
SHB
2 days ago
http://toronto.citynews.ca/2017/04/20/ontario-court-dismisses-lawsuit-over-bad-job-reference-lawyers/
RRDL
2 days ago
It's
also in the delivery. The former employer can be neutral in terms of
information but not neutral in how he delivers that neutral information.
And, if companies really and truly only gave neutral information, potential employers wouldn't be checking references.
The reality is that your past follows you.
On-Line Reader
2 days ago
I
never got references from "the company". I always got them usually from
the people I worked for or co-workers. You probably have a pretty good
idea that a particular manager isn't going to give you a good reference.
So think about it and try and find a substitute where maybe they weren't "your boss", but you did a fair amount of work for them.
So think about it and try and find a substitute where maybe they weren't "your boss", but you did a fair amount of work for them.
As
for working at a place for 24 years and being fired "with cause", well
what was it? How serious? I'd guess it might have been a "personality
clash" with a new boss. You probably need to come up with an explanation
for that without getting into details or getting emotional.
And in 24
years, you must have accumulated some accomplishments you can talk
about.
One way around a short period of
employment that didn't work out is simply omit it from your resume. But
24 years is a rather long period to drop.
Left of Right
2 days ago
"High Maintenance"
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