Resume References, what HR thinks and how they really check your background

I am checking your resume references, not what or where you think I am

Resume References 

I receive many questions regarding resume references. I thought a blog post might help.

Here are some common questions I receive on the topic of references:

1. Do you really contact my references?
2. How many resume references should I have?
3. What do you think about my endorsement and references on LinkedIn?
4. Will you be contacting my current employer? I don’t want them to know I’m looking for a job until I receive an offer.

Before I answer the above questions, a few data points on references

Minimal stock 

I don’t put too much stock in resume references provided by the candidate. This doesn’t mean I don’t call on them; I do. (I just answered bullet number 1.) I just don’t put too much stock in them. Only a dumbass would list a resume reference that will say negative things about their candidacy. 99% of the time, resume references are glowing, and I don’t expect anything less. Anything less than a stellar review is a red flag for me. For further evidence, see this short clip from a classic Seinfeld episode. 

Where resume references are listed on a resume

More often than not, references are listed at the bottom of the resume. Sometimes, they are listed on a separate page. Three names and phone numbers look lonely and naked on an otherwise empty page. This, my friend, is an unfortunate presentation. During the interview stage, I am not paying attention to references. I always advise the individuals I work with to utilize valuable space on their resumes and list additional accomplishments. At this stage of the process, we aim to demonstrate to the hiring manager and department head that you are a strong candidate worthy of an interview. At this stage in the game, checking resumes is the last thing on my mind. You have heard the phrase, “If I want your opinion, I will give it to you.” In HR-speak, if I want your references, trust me, I will tell you to round them up.

Pretty simple

• If you can’t provide references, that is a flag. No shoes, no service. No references, no job.

Why references don’t mean much

• I don’t believe that references offer very much value. Job performance will vary from company to company, manager to manager, industry to industry, and based on the extent of personal growth (or lack thereof) a candidate has experienced. Poor fit between managers, company culture, and products can all impact job performance. Let’s face it, only a dumbass would offer up a reference that was going to have negative things to say about your performance, and yes, it has happened, and yes, I pulled the offer.

What matters to me

• When I review resume references, I delve into the company’s culture, management style, and manager as thoroughly as I do the candidate. When they share similarities with our management style and culture, references can be leveraged. I ask all references to give us advice to help us make the new hire successful.
• The resume references I do put stock in are the ones I dig up on my own. These are resume references that the candidate did not provide. Through LinkedIn, I can look within my professional network and see how I am connected to the candidate. These connections are the references I call. These resume references were not prepped or coached. I will probably get a more realistic picture of the candidate because I know both the candidate and them. Again, I must consider the company culture, the manager, and the product’s excitement.

Back to the questions:

1. Will you be calling my current employer?

I don’t check references until the job offer has been made. If I call your current employer for a reference before I have you locked down and your signature on the offer letter, I am just telling your current manager to give you a raise so they can retain you.

2. Do I call references?

No, I don’t call them. I scheduled a time to call references so no one will bother me. With some “me time” set aside, I shut my HR office door, pour myself a shot, and surf porn on company time. Of course, I call them! The hiring managers can’t wait to hear what prior managers say about their candidates, and are skeptical until they hear the glowing reports. They hound me like a girl wondering if her BFF called her newfound crush. Instead of “Did you call him yet? Did you call him yet?” I hear, “Did you call the references yet? Did you hear from the references?” Yes, I abso-frickin’ call them.

3. How many resume references should I have?

Have as many as you possibly can. When someone provides me with two references, I always grimace. My first thought is, “Really, that’s all you got?” The chance of my obtaining these references promptly is nil. I feel much better when someone provides me with multiple ways of contacting them. I like the following format:

Name – Relationship – Title –  Company –  Phone – Email

If I receive six references, I will probably only call three or four, but having a choice is nice, and the ability to complete this task in 24 hours is a luxury. Six references will enable me to take advantage of this opportunity. Remember, I want to extend an offer to you, and if I only have two references and one is on vacation or not returning messages, your offer will be held up.

Lastly, a full page of references, which ranges from the manager to direct reports, to vendors, to customers, to mentees, and colleagues, sends a variety of trust signals.

I just talked with a good friend and prior CEO to whom I reported. He took the above format to the next level and added links to the references LinkedIn profiles. Very Nasty!  Thanks, JM.

4. LinkedIn references and endorsements:

I don’t put too much stock in endorsements or references on LinkedIn. There are a couple of reasons:

The candidate requests these more than the references have volunteered them. When someone has half a dozen LinkedIn endorsements, all within 1–2 months of each other, I suspect someone held out a hat and asked for donations. These references lack credibility. If the person providing the reference just decided, “I respect this person so much, I am going to give them a reference,” that would be entirely different. I am unable to differentiate between the two. Hence, it doesn’t mean much. Very few people will want to be the asshole and give a negative reference to a public profile.

Hopefully, the above gives some insight into references. If you want to lock down your references, here is a post on how to coach references to be stellar on your behalf.

See you at the after party,
HRNasty

nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky, and manipulative but with a result that can’t help but be admired, a phrase used to describe someone good at something. “He has a nasty forkball”.

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