Whether you parted on good terms or not with your last employer, you still need them to verify your employment history, job title, and services to a new job prospect. Human resources departments often fail to pass along all the information you need to know about how to properly reference your former company, boss, or even colleague in search for another job. Even if they did provide out-placement service and properly detail everything, the language in those documents can be confusing. Use the following references cheat sheet provided by reference-checking firm Allison & Taylor:

• Myth No. 1: Companies are not allowed to say anything negative about a former employee.

Reality:
While many companies have policies dictating that only title, dates of employment, and eligibility for rehire can be discussed, the reality is their supervisory or HR personnel may frequently violate these policies. This is largely due to human nature—providing a reference is an emotional call for many. How about the boss with whom you had philosophical differences, or was simply jealous of you? More than half of Allison & Taylor's clients receive a bad reference, despite strict "company policies" in place.

• Myth No. 2: Most companies direct reference checks to their human resources departments, and these people won't say anything bad about me.

Reality:
Most human resources professionals will follow proper protocol. However, in addition to what is said, those who check references often evaluate how something is said. In other words, they listen to tone of voice and note the HR staffer's willingness to respond to their questions—both critical factors.

• Myth No. 3: If I had any issues with my former boss, I can simply leave him or her off my reference list and nobody will ever know.

Reality:
Many companies check references without an official list or you even knowing. They conduct what is known as a "social security check" to determine where you worked in the past and then call the human resources department or office administrator at each employer for a reference. This practice also is in place to see if a prospective employee has left any significant places of employment off of a resume—another bad move that should be avoided at all costs.

• 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 address the situation proactively.

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

Reality:
Many employment agreements and contracts include a stipulation saying that a new employer can fire you within a 90-day probation period. Not only are they evaluating your job performance but, in some instances, are checking your background and references. During this time, your new employer may call your former companies and, should the results be less than satisfactory, 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 be prohibited from saying anything definitive, but do not put it past them to carefully take a shot at you. There have been plenty of 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 prospective employers are uncomfortable hiring someone who has a legal history, dashing your job prospects.

• Myth No. 7: There is really no need to stay in touch with my references.

Reality:
As the saying goes, "Out of sight, out of mind." Honor these following etiquette guidelines, and your references should continue singing your praises for a long time:

• First, call your former boss(es) periodically and update them on your career, asking them to continue being a reference for you. Make sure you thank them for their time. Next, as you move further up the career ladder in your profession or achieve new educational goals, make sure your references stay abreast of your success. As you progress, a reference is more inclined to see you in a positive light.

• Finally, acknowledge your references with a personal thank you letter or e-mail. If feasible, offer to take a former boss to lunch or dinner, or send them a thoughtful gift.

Source: Nielsen Business Media

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