If you have been getting interviews but not getting the job, your references may be the culprit. And if you smell a rat, you would be ill advised to ask your best friend to pose as a former employer…there may be a better way.

“A little over 50 percent of the references we check come back somewhat, or fully negative,” says Jeff Shane, VP, Allison and Taylor, Inc., a Detroit-based reference checking firm (www.AllisonTaylor.com). He went on to say, “A former employer will give the impression that they’ll give a positive reference but they don’t.” If the percentage of negative references seems high, it may be because the firm is often hired by individuals who suspect their former employers are saying negative things about them. In many cases, Allison and Taylor’s clients are referred by their attorneys.

“Our service is especially useful for someone who was let go. In some cases, the two parties have even signed a non-disclosure form, which says neither party will say anything bad about the other. This is often done in cases where someone is allowed to ‘resign.’ In those cases a bad reference gives the attorneys even more ammunition. “

Wondering how this can happen? Unfortunately, a company representative can be prodded into saying more than they should by a skilled interviewer, especially when there was plenty of bad blood. Sometimes, a supervisor is caught off guard. Other times, years have passed and signed agreements are forgotten.

I wondered aloud why an employer would give a negative reference to a company who is representing the individual. “Most of the time they never ask. We don’t misrepresent ourselves. We simply say we are a reference checking company and we are doing a reference on X.” There are so many companies outsourcing reference checking these days, calls like theirs are common. It’s not surprising an employer would assume it’s another employer who is looking for the information.

The lesson here? HR departments and managers beware. Ask who is seeking the reference. If it is your policy to provide name, title, dates of employment, and eligibility for rehire, don’t deviate. As for the candidate, it makes good sense to leave on good terms and then treat your references with care.

If you didn’t leave on the best terms, don’t falsify or misrepresent the circumstances. Your best bet is to be upfront but then give it the best spin you can. If you have been fired for cause, your best defense may be to admit your mistake and what you learned from it. If you have references who are willing to speak positively on your behalf, all the better. In some cases, putting distance between yourself and a bad situation can be the solution. For example, working for a staffing firm can give you some fresh references.

The good news is that so many companies have been paring their ranks, losing your job has less stigma than ever before. In these cases, good references can make all the difference. Fortunately, most job candidates leave on good terms. Here are some tips for proactively managing your references:

• Most references expect that you will only give out their names and phone numbers in the event that you are about to be made a job offer. They don’t want to receive calls from multiple employers who might want to use your references as part of the screening process.
• Chose people who can give first-hand examples about specifics such as your skills, job experience and work style. If you only list character references, or associates who can only make general comments, they won’t help you. It might even look as if you are purposely trying to keep them from contacting former managers. If you don’t have much work experience, use supervisors from part-time jobs or internships. Teachers and professors are fine if you don’t have employers you can list.
• Most employers will ask you for your list of references when you are among the final candidates. It’s also appropriate for you to offer your list before you leave the interview, if the employer seems seriously interested in you. List each reference’s company name, title, address, and phone number. It is also helpful to include your relationship with the reference, if it isn’t obvious from your resume.
• If it seems likely that your references will get a call from an employer, you need to tip-off each reference about the possibility of a call. Describe the position and how you think you fit. You may even want to suggest past work experiences that the reference might want to mention to the employer. Most references are grateful for this head’s up and welcome this information prior to a call.
• If you are pursuing very different kinds of jobs, you may need references that fit each job category. This customization is necessary if they are going to be able to provide specifics. If that isn’t possible, it will be even more important to educate your references before they receive a call.
• Thank your references and ask them if you may use them again.

A little more TLC toward your references could make the difference in getting the job you really want. And if you wonder if your references are undermining your job search, finding out will either give you peace of mind or, if it isn’t what you want to hear, at least it will clarify the problem.


Joan Lloyd is an executive coach, management consultant, facilitator and professional trainer/speaker.  Email your question to Joan at info@joanlloyd.com.  Joan Lloyd & Associates, (800) 348-1944, Visit www.JoanLloyd.com © Joan Lloyd & Associates, Inc.