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At
some point in your search, usually towards the end of an interview
process, you may be asked to give a prospective employer some
references. You will want to be well prepared for this before
the situation arises. You need to compile a reference database.
Part
1: THE VALUE OF REFERENCES TO THE INTERVIEWER
References
provide a validity check. What are potential employers looking
for?
1.
Resume distortion.
It is estimated that 50 percent of all resumes contain deliberate
distortions. One detected misstatement can disqualify you, so
do not be dishonest or stretch the truth.
2.
Legal protection.
No one wants to hire an employee who turns out to have a violent
history, criminal background, serious credit problems, or other
problems that may cause harm or distress to colleagues or customers.
This could turn out to be much more than simply a bad hire --the
company could become the target of a lawsuit.
3.
Improved "hit" rate.
Hiring managers are experiencing increasing pressure to hire only
those people who can make an immediate contribution. Since nearly
all employers believe that past performance is an indicator of
future performance, there is keen interest in exploring the accuracy
of claimed accomplishments.
4.
Psychological fit.
Hiring managers know that whether you fit in or not depends on
your beliefs about work, your personality, style, behavior under
pressure, flexibility and speed in adapting to their culture and
environment.
5.
Opportunity to read between the lines.
A skilled interviewer is able to get beyond what is said to what
is meant. Often what references omit is as important as what is
actually said. Many experienced reference checkers have an excellent
intuitive sense that allows them to pick up subtleties that provide
critical information.
 Part
1: VALUE TO THE INTERVIEWER
Part
2: VALUE TO THE INTERVIEWEE
Part
3: GETTING IT ON PAPER
Part
4: PREPARING REFERENCES
Part
5: ADDITIONAL POINTS/SUMMARY
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