Do companies need your permission before contacting your references? Usually, but keep in mind that providing contact information for references may be construed as permission. Some companies will require you to sign a release form. Read it carefully, as it may authorize the company to contact unnamed references as well (people not on your “preferred” reference list — sometimes called “back door” references).
Don’t be surprised if the release form also authorizes the company to conduct a background check (to see if you have any criminal or civil legal issues, such as a misdemeanor or felony convictions) and/or a credit check (to examine your financial background).
How much can a reference spill the beans? One myth many people believe is that your former employer can only provide your dates of employment, position titles, and salary history (if your state allows questions about past salary history). This is not true. An employer can provide as much information as they like about your tenure with their company. While some companies establish limits on the kinds of information that may be shared, this is a policy for their employees, not a universal regulation. Sometimes, even if it’s company policy, individual managers may ignore that and talk about their experiences working with you.
However, the information provided in reference checks must be factual. This doesn’t mean that the person providing the reference can’t give their opinion of the employee — even if that opinion is negative. The person providing the reference may also share negative information about the candidate if it’s the truth.
Remember that one of the purposes of references is to help a prospective employer feel confident to hire you. Suppose you know that your company’s policy is the “name, rank, and serial number” approach — and does not allow for more information to be disclosed. In that case, you need to provide references outside current employees who can provide that additional dimension about what it is like working with you.
Also, be aware that companies can refuse to provide a reference and don’t have to explain why. If your former company’s policy is not to give references, it’s important to know this and share this information with your prospective employer, so it won’t look like the company is singling you out and won’t give a reference for you. In these situations, you should include a former manager or supervisor on your “preferred” reference list, and provide their personal email address and phone number, if possible, so they can share information about your time with that company (mainly if the employment was recent or you were with the company for a long time). Be sure to get their permission first before sharing their personal email address and phone number.
What To Do About Negative References
Sometimes, you may suspect that a reference (usually not someone listed on your “preferred” reference list) is keeping you from getting job offers. If you think this might be true, you can hire a company to contact your references and inquire about you. The most well-known of these firms is Allison & Taylor (www.allisontaylor.com). You will pay $79-$99 per reference and receive a written report.
The company says that approximately 50 percent of all reference checks uncover negative input from the reference. Once you know what is being said, you can act, including talking to the reference or even working with an employment attorney to write a cease-and-desist order. It sounds drastic, but negative references can keep you from getting a job offer.
Don’t Stop After Landing the Job. Keep Your Network Alive.
After you land your new job (and send your references a thank you letter for their help), remember that maintaining your network should be an ongoing process. Keep in touch with your references occasionally, sharing good news, information, and resources. Please don’t wait to communicate with them until you need them for your next job search.
Continue to build the list of recommendations on your LinkedIn profile. More of the preliminary work of employment screening is done by checking information available about you online (especially using Google), and this includes your LinkedIn profile. By keeping it up to date and building a bank of recommendations now, you’ll improve your chances of landing a future job offer.
Providing the most appropriate references can make or break your chances of landing a job offer. Let an expert Life Working® career coach help you find the right people, provide them at the optimal time, and format their information to fit industry best practices. Our clients are often contacted for an interview within 24 hours of applying.
“My resume was articulately written, and I could confidently apply for positions knowing I had the correct experience and skills based on the discovery process with Life Working. The experience was phenomenal. You are worth the investment. Invest in Life Working! –- J. R., Life Working® client, 8.12.2022.
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