Can They Really Say That?

• Position: THE WORKPLACE

While there are many factors for the employment seeker to consider in landing that new job, one stands out as particularly critical--and often overlooked. Your employment references surely will be vetted by prospective employers and ultimately can make or break the hiring decision. However, job seekers too often are unaware or misinformed of how job reference vetting really works. Here are six false perceptions that explain why countless job seekers go for months, or years, without landing that next job.

Myth: Companies will not say anything negative about a former employee for fear of being sued.

Reality: While countless companies have policies dictating that only title, dates of employment, and salary history can be discussed, their employees--particularly at the management level--frequently violate such policies. Former supervisors are particularly notorious in this regard, e.g. the boss with whom you had philosophical differences, was jealous of you, or perhaps even harassed you. Approximately 50% of Allison & Taylor's clients receive a bad reference despite strict policies in place.

Myth: Most corporations direct reference check requests to their Human Resources personnel and they are trained to ensure that nothing negative will be said about me.

Reality: Most Human Resources professionals indeed will follow proper protocol. However, be warned that some will not. When asked whether a former employee is eligible for rehire, some will indicate he or she is not--and may go on to explain why this is the case. Even if HR indicates "not eligible" and offers no further explanation, a potential employee is unlikely to take the risk of hiring you without knowing the reason why a past employer has described you as ineligible for rehire.

Myth: Assuming HR has nothing negative to say about me, I should be "okay" with that company, reference-wise.

Reality: Prospective employers have figured out that former supervisors are much more likely to offer revealing commentary about a company's former employees. Your supervisor knew you personally and has formed opinions about you, favorable or otherwise. When asked for their opinion, supervisors frequently forget, or are unaware of, company policies that typically instruct them to refer incoming reference inquiries to HR.

Myth: I should have my references listed on my resume and distribute them together.

Reality: You never want to list your references on your resume, or indicate "References Provided Upon...