I match sales and marketing professionals with world class laboratory companies. I make the connection between business and science. Here you can see how a recruiter works, how this industry runs, and where you fit in (and have others see that fit).
Today’s post is from guest author Heidi Allison-Shane, Managing Director, www.allisontaylor.com.
Inquiring minds want to know, and no minds are more inquiring than those about to hire you. Rest assured, you will be investigated. As a rule of thumb, the better the job and the higher the pay, the tougher the screening process. If you are up for a good job at a visible company, your references and past employers will be checked in great detail. Your list of references is simply the beginning of the investigation a prospective employer will conduct.
When a prospective employer has completed the first round of interviews and you are among the top candidates, its next logical step is to check your references and interview those individuals to whom you reported. Are you certain these individuals will seal the deal for you, or will they blow it away? If you are like most people, you probably haven’t given your references much thought. Instead, you have focused on your resume, interviewing skills, networking, and what to wear to the interview. Now the focus shifts.
Your biggest concern should be the quality of your references and recommendations from past employers, because they can make or break your chances. About half of all references that get checked range from mediocre to poor, so it is very possible that the great job you lost out on at the last moment had nothing to do with your skill level. It could have had more to do with what a reference or past employer said about you. So, if you are concerned that someone, somewhere, might be giving you a bum rap, you are probably right. That’s a frightening scenario when your livelihood is at stake.
Here is a sampling of the damaging comments HR people and line managers hear when they check references:
• “Our company policy prohibits us saying anything. We can only verify dates of employment and title.” Then the reference goes on to say something like, “Check his references very, very carefully.”
• “Are you certain he gave my name as a reference?”
• “After we settle our lawsuit…”
• “Let me see what the paperwork says I am able to give out regarding _______.”
• “Is he still in this field?”
References and past employers won’t call and warn you that they are not going to be complimentary. The reference situation is ever changing and therefore very volatile because of shifting company policies (not that many employees choose to follow them anyway), new employees in HR departments, new laws governing references, and company liability for giving references.
You are well advised to take more control of your career momentum by finding out what every potential reference will say about you. If the odds hold, as they will, those references will range from stellar to negative; yet when you know what someone is going to say about you, you can pass on your best references with greater confidence. You will also have the opportunity to stop references from saying things that are not true or inaccurate.
Increasing Your Chances of a Good Reference. Here are some general rules of thumb to maximize the tone and accuracy of your references.
1. Make sure your records are correct. Occasionally an interviewee looks bad because his former HR department did not have the same job date and title information in his file as he did on his resume. Data entry or communications errors are not unusual, so check with your HR department to ensure that their records correspond to yours. Conflicting data will be perceived as a big negative to a prospective employer.
2. Maintain active and positive relationships with your references. Stay in touch over the phone or over coffee. Keep the reference up-to-date about your progress, and make sure you have the most up-to-date information about them. If the reference’s title (or name) has changed, or if they’ve left their position and you’ve provided old information to the prospective employer, it doesn’t look good.
3. Advise a reference about an important opportunity. To avoid burning out your references, you don’t need to call about every single job opportunity. However, if a particular position is very important to you, call the reference and give them details about what the company may be looking for.
4. Know reporting relationships. Even though you’ve given the senior vice president’s name as a reference, the prospective employer may resort to calling the director you reported to because she can’t reach the senior VP. Even though you have not given that person’s name as a reference, it is on the application that you probably filled out. You may want to advise your former boss about the potential for a reference check and explain what the company is looking for.
5. Know your company’s policy. Although federal law restricts reference information, some states now allow more extensive disclosure. Know which regulations and policies govern your company. In addition, be aware that some employees will break company policy. Make sure that works in your favor by checking with references to gain an understanding of what they might say.
6. Don’t rely on relatives or letters of recommendation. You are well advised not to let Uncle John regale a prospective employer about your antics as a youth. Also, although letters of recommendation can be helpful, information such as titles and even names can change over time. Make sure that the information on your letter of recommendation is correct by contacting the reference periodically.
7. Use a reference-checking service. If you want help in providing good references or if you find that you are losing too many opportunities after several interviews with an organization, you might want to commission a professional reference-checking service. Check to ensure that the service has the professional and legal personnel that can develop a strategic use of your references. Typical service fees range from $59 to $99 per reference checked, depending on level of job position being sought.
For the past 14 years, JobReferences.com, an Allison & Taylor Reference Checking, Inc. company, has been assisting job seekers in determining the quality of their references. Founded by Heidi Allison, President of SOCRATES, this company has been featured in Glamour, New Woman, Worth, NBEW, Detroit News and St. Petersburg Times. Allison & Taylor is headquartered in Rochester, MI. We have a sound management team and an exceptionally well trained and motivated staff of loyal professionals committed to performing this service at the highest level. For additional information on this crucial service, call Heidi M. Allison, Managing Director, at 800 651 2460 or visit their comprehensive web site at www.jobreferences.com.
What do you do when they ask for references during your job interview? First of all, do a little happy dance (in your head, of course) because you’ve just gotten a buying signal from your interviewer. Asking for your references indicates definite interest. However, you’re not home free yet. Always assume your references will be checked. You need to know how to have the kind of references that will clinch the deal for you. Here’s what this podcast offers:
How to ask for a reference
Who will be the best reference for you
How to prep your reference before they’re called
How to make sure your reference is the best one you can have
Why a reference letter is not your best option – but discover one place they can be helpful
How to follow up and why it’s important
References are not an afterthought. They are a critical part of your job interview in every area of medical sales, laboratory sales, biotech sales, medical device sales, imaging sales, pathology sales, and pharmaceutical sales. It’s another area where you can set yourself apart from other candidates and shine. So– BREAK THE GLASS, learn how to make your references the best they can be, and get the job you want.
Once you buy the podcast (only $17), an email link will be sent to you.
The word was out on Jim Walters. Someone was telling prospective employers that they shouldn’t hire him. It cost him at least twelve top job offers, kept him unemployed for over a year, and more than $100,000 of his retirement fund.
Walters, not his real name, has since found work, but two years later he is still angry at his former boss for nearly ruining his life. Walters was able to stop his boss from spreading more lies, but he wonders how many other job seekers are not so fortunate.
“For months I suspected that my former boss was saying something about me. The problem was I didn’t know what he was saying or how to prove it” said Walters, a former General Manager for a Manufacturing Company.
Job seekers can now turn the tables on their former bosses. Many are starting to check up on former bosses, colleagues and even trusted friends, by using professional reference checking firms. Let’s face it. Companies have been checking out potential employees’ backgrounds for years.
“When you get right down to it, you just don’t know for sure, who you can trust. There is simply too much at stake – your job, your income, your family’s well being – to chance it that your references are positive and accurate” said Heidi M. Allison, Managing Director of Allison & Taylor, Inc., a professional reference checking firm.
Allison & Taylor, Inc. has been checking reference since 1984 for a variety of clients from nurses and teachers to senior managers and even presidents of companies. Allison & Taylor’s clients also include attorneys, professional recruiters and companies who hire them to check out potential employees.
Ms. Allison stated that about half of the references they investigate are mediocre to down right negative – often to the surprise of the client. “People they believe are giving them a good reference are not” she said, “And just as many who have assumed they are getting a bad reference are not.”
Allison & Taylor, Inc. is up front with the people they call to check a reference. “When we call a reference we simply state that we are calling to do an employment verification and reference check on (name of client). Typically the reference assumes we are considering hiring that individual or we have been hired to check them out for a company that is considering hiring them. No matter what, we never disclosed who has actually hired us to perform the reference check. This allows our client complete confidentiality and the ability to use our information in court should the need arise” stated Ms. Allison.
It is not uncommon for references to pass out inaccurate information. Dates and title of employment, the reason for the separation and salary information are typically mistaken and unfortunately it is assumed by potential employers that the job seeker is lying.
Sometimes information is subtle. For instance, if a reference doesn’t return two or three calls, that raises a red flag.Innuendoes such as, “Are you sure he listed me as a reference?” or “Well, according to our agreement I can only confirm that she worked here” offer additional clues that things are just not right.
Ms. Allison has also noticed that the higher the position, the more freely references divulge damaging information. “Clients often assume that company policies to only confirm limited information are strictly followed. I usually ask them if they are in a hurry and don’t see a police officer if they tend to push the speed limit. References are no different. If someone really liked you and wants to help you land another job, or if they had a problem with you and don’t want to see you working, they can and will break company policy.”
In a slight turn of events, Ms. Allison stated that over the last few years, her clients have used positive references to assist them in their court cases. “In the case of wrongful termination, a positive reference can be used as support of litigation. In fact, our clients have been awarded settlements in excess of $1 million.”
The purpose of checking your references should not be to file a lawsuit. However, a candidate does need to know the quality of their references and whether former employers are passing on personal opinions, conjecture, rumors or accurate legal facts.
HOW TO CHECK YOUR OWN REFERENCES
A poor or even luke warm reference can sometimes cost you the job you want. If you are worried about what a former boss will say to a prospective employer, consider using a reference checking service as seen in the Wall Street Journal. The industry’s leading and oldest reference checking firm, JobReferences.com, an Allison & Taylor, Inc. company, provides reference checks for job seekers that range from $69 for basic to $99 for executive level reports. In business for 20 years, JobReferences.com will confidentially contact your references, inquiring about performance – managerial skills, judgment, integrity, productivity, technical skills – as well as employment dates, job description and reason for departure. Within an average of ten days, you will have a complete dossier on your reference, including how long it took for a response, general tone and verbatim quotes. For additional information on this crucial service, call 800 651 2460 or visit their comprehensive web site at www.JobReferences.com.
by Heidi Allison-Shane, Managing Director, Allison & Taylor Reference Checking
Peggy talks about references. She gives you the scoop about references and what makes them powerful. She tells how you get your references to perform for you. She even suggests “testing” your references before you give them out. Good Luck.
One of the best pieces of advice I have to offer jobseekers in medical sales is that you should know what your references will say about you. Not being absolutely certain is just not acceptable–your job search (and your reputation) is too important. Here’s a great article by Heidi Allison-Shane of Allison & Taylor Reference Checking that will correct any misinformation you might believe about references so that your chances of getting a great healthcare sales job is the best it can be:
SEVEN DEADLY MYTHS OF JOB REFERENCES
Thinking about your prospects for landing that new job? You should think first about what your former boss and other references will say about you. There is no doubt, for many job searchers, a person’s past will have a direct bearing on his or her future.
“No matter what the nature of the job or pay scale, people should take their references very seriously,” said Heidi M. Allison, Managing Director of www.jobreferences.com.
“They can make or break a hiring decision. Wouldn’t it be nice to know what your references are really saying about you during a job search?” We check references and give the results directly back to you.
Ms. Allison says it’s time to dispel a number of myths about job references:
Myth No. 1: Companies are not allowed to say anything negative about a former employee.
Reality: While many companies may have policies that dictate only title, dates of employment and eligibility for rehire can be discussed, people do break the rules everyday. Due to human nature, providing a reference may be an emotional call for some. How about the boss with whom you had philosophical differences or the supervisor who sexually harassed you? Maybe a boss was just jealous of you? Fifty percent (50%) of our clients do receive a bad reference, despite the strict policies in place.
Myth No. 2 Most corporations direct reference checks to their human resources departments, and these people won’t say anything bad about me.
Reality: Most human resources professionals will follow proper protocol. However, in addition to what is said, reference checkers often evaluate how something is said. In other words, they listen to tone of voice and note the HR staffer’s willingness to respond to their questions – both critical factors. We have often heard “Check this person’s references very carefully” or One other note, the human resources department will divulge if a person is eligible for re-hire. Are you?
Myth No. 3 If I had any issues with my former boss, I can simply leave him or her off my reference list and nobody will ever know.
Reality: Many companies actually check references without an official list or you even knowing. They conduct what is known as a “social security check” to determine where you have worked in the past and then call the human resources department or office administrator at each employer for a reference. This practice also is in place to see if a prospective employee has left any significant places of employment off of a resume – another bad move that should be avoided at all costs.
Myth No. 4
I should have my references listed on my resume and distribute them together.
Reality:
Your references should be treated with kid gloves. Only provide them when asked. The last thing you want is a number of companies that may or may not have a real interest in hiring you bothering your references. What’s more, you want to meet with a prospective employer first to leave a favorable impression before any reference checks take place. If you suspect a less than favorable reference from someone, you can use the interview to address the situation proactively, from your perspective.
Myth No. 5
Once a company hires me, my references really do not matter anymore.
Reality: Many employment agreements and contracts include a stipulation that says the employer can hire you with a 90-day probation period. Not only are they evaluating your job performance but, in some instances, are checking your background and references. During this time, your new employer may call your former companies and, should the results be less than expected, they have the legal right to fire you.
Myth No. 6:
I sued my former company and they are now not allowed to say anything.
Reality:
They may not be able to say anything definitive, but do not put it past them to carefully take a shot at you. There have been plenty of instances where a former boss or an HR staffer has said, “Hold on a minute while I get the legal file to see what I am allowed to say about Mr. Smith.” Many employers may be uncomfortable hiring someone who has a legal history, dashing your job prospects.
Myth No. 7
There is really no need to stay in touch with former references.
Reality: As the saying goes – out of sight, out of mind. Honor these etiquette guidelines and your references should continue singing your praises for a long time. First, call your former boss(es) periodically and update them on your career, asking them to continue being a reference for you. Make sure you thank them for their time. Next, as you move further up the career ladder in your profession or achieve new educational goals, make sure your references stay abreast of your success. As you progress, a reference is more inclined to see you in a positive light. Finally, acknowledge your references with a personal thank you letter or email; offer to take a former boss to lunch or dinner; or send them a thoughtful gift.
About www.jobreferences.com (Operated by Allison & Taylor Reference Checking, Inc.)
Allison & Taylor Reference Checking, Inc., headquartered in Rochester, Mich., has been in the business of checking references for individuals since 1984. The firm’s services have been listed and recommended in best selling books authored by Martin Yate. In addition, numerous articles have been published about the service in newspapers and magazines including Glamour, New Woman, Worth, NBEW, The Detroit News, and St. Petersburg Times. For more information, please visit www.jobreferences.com or call 800-651-2460.
In any job search, it’s very important that you know what your references will say about you. In spite of the mind-reading that implies, it’s really not that hard to do. (The knowing, not the mind-reading.) And it’s important that you know that they will be checked, so choose them wisely. As a recruiter whose reputation depends on the quality of the candidates I offer to my clients for jobs in medical sales, laboratory sales, clinical diagnostics sales, DNA products sales, cellular and molecular products sales, pathology sales, medical device sales, hospital equipment sales, imaging sales, surgical supplies sales, and other healthcare-related sales, management and marketing, reference-checking is another layer of insurance for me that I depend on.
The company’s comment policy may not be what you think it is. A countless number of our clients confidently say, “They won’t tell you anything, it’s against policy.” Many people assume that an employer can’t or won’t say anything, and are unpleasantly surprised to find out this is not the case. Employers frequently say unflattering things about former employees.
Your reference may not be saying what you expect. A lukewarm reference can be just as damaging as a negative one. If your reference is anything less than glowing, they are damaging your chances of landing that job, not helping it. You need to know that that person is doing everything possible to make a positive impression for you. Otherwise, it’s time to rethink your references.
Your information may not match the HR records. In many instances, we find that the employer has different employment dates, position title, or supervisor listed than what the employee has presented. Don’t let this type of discrepancy suggest that you are being less than truthful about your former position’s title or responsibilities.
You may have been omitted from the HR records entirely. This happens more often than you might think, especially in the case of mergers, where not all records make the transfer into a new system. It’s also frequently the case with the self-employed; many companies do not hold records for a contractor in their HR system. It’s not a good thing when an employer calls and is told that there is no record of you ever having worked for their company.
Your reference contact may no longer work for the company. Many job-seekers make the mistake of not staying in close contact with the person they intend to use for a reference. Be sure that that person is still there to respond to inquiries. If they’re no longer there, a reference checker may be shuffled though the system and end up with someone who won’t cast you in such a positive light.
Recently, I had a candidate who was going to get an offer–it was all over but the references. And that’s where it all went wrong. We began calling to check (yes, we really do that) and two days later, only one was done. It wasn’t even a matter of them trashing my candidate…they just wouldn’t return our calls.
If your references don’t even think enough of you to call back, it doesn’t reflect well on you. It cost my candidate a job.
Choose your references wisely. The best references are past managers. Not necessarily the one you’re just now leaving, but previous ones. Hopefully, when you left those jobs, you asked if you could use them for a reference should it become necessary, and told them that you would be happy to help them in any way you were able. Just ask, ”Can I count on you for a reference?” Then keep in touch with them. Knowing their personal e-mail addresses will make this easier.
Know what your references will say about you. You need to be in control of the information that will be provided to your future employer. It’s not acceptable to wonder if they’ll give you a good reference. Your job search is too important.
When you are applying for a job, call your references to give them a heads up. Don’t let them be caught off guard. You can use this opportunity to coach them on what to say for the best impact. The qualities that will make the best impression will vary slightly depending on which company and which particular job you’re applying for in medical sales, clinical diagnostics sales, laboratory sales, pathology sales, imaging sales, molecular products sales, cellular products sales, biotech sales, or pharmaceutical sales.
In my previous post, I talked about how important references are, and how to make sure you have great ones. Here’s some more info for you:
First, I found a list of the Top 10 Go-To People for Good Job References, which should help jog your brain, if you’re having trouble thinking of who to ask. Hopefully you have a network of people in healthcare sales, imaging sales, pathology sales, or laboratory sales to help you, so this shouldn’t be too difficult.
Also, I found one more great article that I think is really important for you to see–it’s about how to vet your references. The most important advice here? Prep your references. Give them a copy of your resume, tell them about the job you are going for, and even give them suggestions for topics they can bring up when contacted.
Tailor your references for the job just as you tailor your resume. Don’t just choose people who like you–choose people who can specifically highlight your capabilities and accomplishments to give you the best chance of getting the job.
References are so often an after thought, but they shouldn’t be. They should be on your mind (at least once a month). Even if you are not currently looking for a job. Let me explain. I will start with the negatives (those things you should pay attention to not do!).
1. Don’t give me (the recruiter) or your employer conquest a reference that can hardly remember you.
2. Make certain that your reference can see you in the job that you are looking to get….(I had one lady tell me that all she could say about my sales candidate was that she was very good in her laboratory – very meticulous). Great. That same lady could have said that the candidate showed a lot of leadership, was very persuasive and thrived in interactive meetings. What a difference that would make.
3. Prepare your references. So and so may call. This is the type of job that I am pursuing. This is very important to me. Please call me once you have talked with the “reference checker” (this will make the reference more responsive to the “reference call” and will give you a heads up about how the process is moving. Remind them of what amazing things (specifically) you did for the reference when you worked there. Help their memory along….
4. Don’t give me your college roommate. I want a work reference. A relevant reference. A great reference.
Collect references in your career. Stay in touch. You can’t expect to get the incredible reference that you are looking for if the reference has not heard from you in 5 years. This all goes to the networking needs of the professional. Before you exit a company, ask your current boss for their personal email and phone number. Stress that you want to stay in touch and could you use them for a reference in the future. Then stay in touch. Every 4-5 months, drop them an email or call. Ask them if there is anything that you can do for them…..Help others, they will definitely help you! Link up with them on LinkedIn.Com. Collect these references. When someone that can speak to your skill sets announces that they are leaving for greener pastures…what am I going to say? Yes. Ask them if you can have their personal email and phone number. Explain that you really enjoyed working with them and you want to keep in touch. Then do so…If a manager (not your direct manager) is leaving…perhaps they will feel comfortable attesting to your work ethic, drive, success at whatever task you took on.
I had a great candidate that my client company was not excited about…The candidate perceived that there was a roadblock and had one of his references call me to proactively tell me about this candidate. That is impressive. And that is what gets you the job.
I just had a qualified candidate for pathology sales who made it through all levels of the interview process but failed to get the job. Why? The reference that he listed on his application was very negative. As the HR person said…”what a shame, I wonder why he would include that person on his reference?” Expect to have your references checked.
Listen and learn:
Have a buddy check your references before you give them to a potential employer if you even think that there might be a negative reference.
Prep your references with details about the position that you are seeking – what might be of interest to the employer that could benefit your application.
Offer to be a reference for others – even if you aren’t their supervisor. Hopefully, they’ll reciprocate and you’ll build a great network. You don’t want to be in my candidate’s place…
