Know Your References Well. It Isn’t What They Say, It’s How They Say It

<h1>Know Your References Well. It Isn’t What They Say, It’s How They Say It</h1>Author: <a title="Brad Remillard" href="http://www.articlesbase.com/authors/brad-remillard/279016.htm">Brad Remillard</a> We often do one-on-one job search coaching with candidates. This is a three month program where we cover all aspects of a person’s search, and work weekly to ensure that everything is being done to expedite their search. We cover issues that might arise before they arise, discuss areas of conflict, develop a marketing plan, perform interviews, review resumes and tough interview questions, compensation negotiations and check references. It is very comprehensive, and often hidden issues that would keep the candidate from getting an interview or job are discovered and addressed before they become an issue. Too often the candidate never finds out why they didn’t get an interview or offer, when a little up front work would have solved the problem before it became a problem.
As part of this coaching, the candidate develops a complete set of references. The candidate always assures us that the reference has told them “They would give me a good reference.” A CEO I was working with had a board member as one of their references. I called to talk with this reference and make sure that all was well. It didn’t take long to realize that the reference, although not bad, was only average to barely passing. This is not something the candidate would want a company to hear. We went back to candidate and asked to talk to the other board members (at least two). They both had great things to say, and in fact, one was going to recommend the candidate for another position. It turned out the first person had a grudge to bear against the CEO. These two board members then became the references. Had we not done this, the candidate would have never found out why he didn’t get a particular position.
I don’t believe we were deceiving the company in any way. They asked for one board member and instead we offered two. We did not prep the references in any way. All we did was try and get the real picture of the CEO’s abilities without bias or from a person with a grudge.
This is just one of many very easy things to deal with before they become a problem. Do you pre-qualify your references before you give them out? You should.
When talking to a reference it isn’t always what they say, but how they say it that counts.
You can learn a lot more about references and the complete job search process in our job search workbook, “This is NOT The Position I Accepted.” We will send you the book to review for only the $5 cost of shipping. It will reduce the time you spend in search. <a target="_blank" href="http://www.impacthiringsolutions.com/index.php/candidates/candidate-products/not-the-position-i-accepted-">CLICK HERE</a> to review the books contents.
Join our Linkedin Job Search Networking group. The news articles, connections, networking, and discussions are a great resource for anyone looking for a position. <a target="_blank" href="http://www.linkedin.com/groups?gid=1781587&trk=hb_side_g">CLICK HERE</a> to join.
Get your Linkedin Profile Self-Assessment for Free on our Web site and make sure your profile is the best it can be. Go to <a href="http://www.impacthiringsolutions.com/"><a target="_blank" href="http://www.impacthiringsolutions.com">http://www.impacthiringsolutions.com</a></a> and scroll down to the WHAT’S NEW section and click the link.
We encourage your comments and feedback.About the Author: Brad Remillard, an executive recruiter with over 25 years of experience, has conducted over 10,000 interviews and been involved in more than 2,000 executive searches. Brad previously served as President of CJA Executive Search, which was recognized as one of the top search firms in Southern California. In 2005 he co-founded <a href="http://www.impacthiringsolutions.com/">IMPACT Hiring Solutions</a> a retained executive search firm and best practices hiring company. He is co-author of two books on hiring. <a href="http://www.impacthiringsolutions.com/index.php/hiring-managers/hiring-products/our-award-winning-book">You're NOT The Person I Hired</a>. His second book helps candidates dramatically reduce their time in-transition is, <a href="http://www.impacthiringsolutions.com/index.php/candidates/candidate-products/not-the-position-i-accepted-">This Is NOT The Position I Accepted</a> In 1999, Brad co-founded the American Association of Senior Executives (AASE), one of Southern California's largest career management and business resource organizations exclusively dedicated to VP and C-level executives. The AASE has assisted more than 1,500 corporate executives manage their careers. Brad has personally coached many of these executives on success-based interviewing, 21st Century networking techniques, and career transition. He is a frequent speaker on the subject of career management and executive networking.Article Source: <a href="http://www.articlesbase.com/">ArticlesBase.com</a> - <a href="http://www.articlesbase.com/interviews-articles/know-your-references-well-it-isnt-what-they-say-its-how-they-say-it-1456003.html" title="Know Your References Well. It Isn’t What They Say, It’s How They Say It">Know Your References Well. It Isn’t What They Say, It’s How They Say It</a>

We often do one-on-one job search coaching with candidates. This is a three month program where we cover all aspects of a person’s search, and work weekly to ensure that everything is being done to expedite their search. We cover issues that might arise before they arise, discuss areas of conflict, develop a marketing plan, perform interviews, review resumes and tough interview questions, compensation negotiations and check references. It is very comprehensive, and often hidden issues that would keep the candidate from getting an interview or job are discovered and addressed before they become an issue. Too often the candidate never finds out why they didn’t get an interview or offer, when a little up front work would have solved the problem before it became a problem.

As part of this coaching, the candidate develops a complete set of references. The candidate always assures us that the reference has told them “They would give me a good reference.” A CEO I was working with had a board member as one of their references. I called to talk with this reference and make sure that all was well. It didn’t take long to realize that the reference, although not bad, was only average to barely passing. This is not something the candidate would want a company to hear. We went back to candidate and asked to talk to the other board members (at least two). They both had great things to say, and in fact, one was going to recommend the candidate for another position. It turned out the first person had a grudge to bear against the CEO. These two board members then became the references. Had we not done this, the candidate would have never found out why he didn’t get a particular position.

I don’t believe we were deceiving the company in any way. They asked for one board member and instead we offered two. We did not prep the references in any way. All we did was try and get the real picture of the CEO’s abilities without bias or from a person with a grudge.

This is just one of many very easy things to deal with before they become a problem. Do you pre-qualify your references before you give them out? You should.

When talking to a reference it isn’t always what they say, but how they say it that counts.

You can learn a lot more about references and the complete job search process in our job search workbook, “This is NOT The Position I Accepted.” We will send you the book to review for only the $5 cost of shipping. It will reduce the time you spend in search. CLICK HERE to review the books contents.

Join our Linkedin Job Search Networking group. The news articles, connections, networking, and discussions are a great resource for anyone looking for a position. CLICK HERE to join.

Get your Linkedin Profile Self-Assessment for Free on our Web site and make sure your profile is the best it can be. Go to http://www.impacthiringsolutions.com and scroll down to the WHAT’S NEW section and click the link.

We encourage your comments and feedback.

Brad Remillard, an executive recruiter with over 25 years of experience, has conducted over 10,000 interviews and been involved in more than 2,000 executive searches. Brad previously served as President of CJA Executive Search, which was recognized as one of the top search firms in Southern California. In 2005 he co-founded IMPACT Hiring Solutions a retained executive search firm and best practices hiring company. He is co-author of two books on hiring. You're NOT The Person I Hired. His second book helps candidates dramatically reduce their time in-transition is, This Is NOT The Position I Accepted In 1999, Brad co-founded the American Association of Senior Executives (AASE), one of Southern California's largest career management and business resource organizations exclusively dedicated to VP and C-level executives. The AASE has assisted more than 1,500 corporate executives manage their careers. Brad has personally coached many of these executives on success-based interviewing, 21st Century networking techniques, and career transition. He is a frequent speaker on the subject of career management and executive networking.

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