Saturday, October 23, 2010

7 Dangerous Myths Of Job References

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 proactively address that situation.

Myth No. 5: “Once a company hires me, my references really do not matter anymore.” 

Reality: Many employment agreements/contracts include a stipulation that says the employer can terminate you without cause within a 90-day probation period. Not only are they evaluating your job performance but, in some instances, are also checking your background and references. During this time, your new employer may call your former places of employment and, should the feedback be less than desired, 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 countless 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 this former employee.” Many employers are uncomfortable hiring someone who has a legal history, perhaps dashing your job prospects.

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