Resume References

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Allison & Taylor, Inc. has over twenty years of experience in professional reference checking and employment verification. Resume-reference checking services from Allison & Taylor, Inc. can help you get your dream job! In today's competitive job market former job resume-references can make or break your career.

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Our Job Resume Reference Checking

Our Job resume references checking offers an accurate way to confirm that these job references will enhance your chances, rather than stand in your way of securing the position you desire. One of the most common reasons job seekers are rejected for positions today is due to bad job references from their former employer.

Employee Background or resume references checks can help job candidates get hired or promoted. Job applicants and existing employees can be asked to provide background checks. For some jobs, employee background screening is required by federal or state law.
Allison & Taylor, Inc. has experience in conducting extensive employee background checks that are compliant with the Fair Credit Reporting Act.

Positive resume references can get you the job you want. Companies are very selective about hiring today. Security is of major concern to all of us.

Your resume references will be checked and positive references or good job references can give your resume that added boost. Honor these rules of etiquette for good job resume references and they should continue singing your praises for a long time.

Good Job References Rules of Etiquette:

1. Call your former bosses and ask them if they are willing to be good job resume references for you. Give your previous boss a career update. Thank your former boss for his/her time.

2. Keep your former positive resume references informed of your experiences in climbing the corporate ladder and your educational progress. He/She will be more inclined to see you in a stronger light as you progress.

3. Spending time chatting with a potential employer is taking valuable time of your former bosses' day. If you plan to use these positive resume references over the years, you need to give something back, for instance...

4. After receiving good job resume references -write a personal thank you letter or send an email.

5. After receiving good job resume references -offer to take your former boss to lunch/dinner.

6. After receiving positive resume references or good job references, send a thoughtful gift, for example, everyone loves to receive flowers at the office.

After you win the new position, call or email your former boss, thank them again for the positive resume references and good job references and let them know your new contact information.

Even companies who have strong policies regarding resume-references have many employees who break the rules. We have heard over and over again:

You never want your former employer to say:

The use of a professional resume-references checking firm, such as Allison & Taylor, Inc., to check your job references prior to submitting them is highly recommended.

Background Screening
Employee Background Screening

The use of a professional employee background screening verification firm, such as AllisonTaylor.com, to run employee background screens and employee background screening to check job resume references, and verify past employment prior to submitting them is highly recommended.

The potential employer/job resume-references contact may dramatically affect your future, the outcome of which is far too important to be left to chance.

Having an established and professional employment verification company verify employment by professional employee background screening to verify past employment is an accurate way to confirm that these job references will enhance your chances, rather than stand in your way of securing the employment position you desire.

AllisonTaylor.com, a professional employee background screening firm, provides written, comprehensive employment verification reviews of professionals and executives being considered for employment.

Employment Background Screening
Reference Resume Checking

We produce employee background screens and also verify past employment with four levels of employment verification services, dependent upon the level of job candidate and the amount of information being researched: College Student, Basic, Professional, and Executive.

The Basic Level resume-references Checking Service Interview:
An experienced member of our staff conducts all of our employee background screens via phone, unless required to be done in writing by the client or reference. All professional employee background screens will include the following details as we verify past employment, depending on corporate policy*:

• Verify employment and provide verification of dates of employment.
• Verify past employment of job position(s) and title(s) held.
• Background Screens verify eligibility status for rehire.
• Background screens identify reasons for separation.
• Recommendation for another position/role Comprehensive Background Screens and Employee Background Screening services.

Added Services to Employee Background Screening:

In addition to employee background screens, professional resume-references checking, and education verification, we can also provide an individualized quote for several specialized verify employment services and employee background screening services. Call us for a custom employee background screening quote at: 800-651-2470 between 9 AM and 5 PM EST. Social Security Trace:

• Background screening requires validation of the relationship of a name and Social Security Number.
• Our background screening services warn of invalid or un-issued Social Security Numbers and warns of death claims filed.
• Background screens can identify other aliases, addresses or individuals using that number.

Worker's Compensation Search

• Background screens provide a history of the employee's work related injuries as filed by past employers and may include dates of claims(s), nature of injuries and whether the claim was upheld or denied.

• This background screen requires a signed release of resume-references from the employer that can only be requested after an employment offer has been made.

County Criminal Search:

• Researching of court records for felony convictions for one name in one county on all background screens.
• Misdemeanor record searches, when available and necessary for background screening.
• These background screens cover a minimum period of seven years depending on the county.

Federal District Search:

• Researching of district level records for felony convictions is a common background screen for one name in one district.
• These background screens also cover a minimum period of seven years depending on the district.

• Researching of detailed information regarding civil actions against the applicant, plaintiff or defendant in county superior courts.
• This background screen also covers a minimum of seven years depending on the county. {** A signed inquiry release is required from the applicant.**}

*Exceptions:

1. There are some companies that prohibit the release of information other than the basic employment resume-references verification of title and dates of employment. Our verify employment job reference checking staff always applies pressure to every job reference that is checked, in an attempt to gain as much information as is possible through our extensive background screens and background screening services.

2. Even when a company follows a strict policy through their background screens only to verify past employment by confirming dates and job title(s), other questions, especially the reason for separation and overall recommendation are always asked.

3. Our background screening service fee is still applicable as our professional background screens research and income employment verification services offer the knowledge of precisely what the company will divulge to a prospective employer.

4. In addition, each professional background screening report will address the manner in which this information was provided, including the tone in the reference's voice and timeliness of the contact (e.g. Did the resume-references return our background screening calls or did we leave repeated messages that were never returned?).

5. A second job resume-references checking service exception exists when a job reference is being evasive. There are some job references that will not return our telephone calls to verify past employment or inquire about background screens, and despite our staff's attempts, we are unable to pass a strong secretary or voice mail system and verify employment or conduct any form of background screening.

6. Our professional background screening services team always calls and/or leaves a minimum of four messages detailing the reason for our call. Should the job reference not return our employee background screening calls, we feel that they are saying they do not care to provide job resume-references or are unwilling to verify past employment or provide income employment verification information on that job candidate.

7. Of course, should we discover that key job resume-references is traveling, ill, on vacation, or for some reason not available, we will notify our verify employment client of this and make further attempts to check employee background screens as soon as the job reference is once again available.

Job Candidates need to look at this professional employee background screening research from the perspective of a potential employer.

It is unlikely that a prospective employer will attempt to reach a job reference or verify employment more than two or three times. Therefore, the employment verification information our job reference checking service obtains, or the lack of a response, is still crucial information that a job candidate needs to take into account when making a transition.

Additional Employee Background Screening:

• Do you need some employee background screening advice to assist you in your job quest?
• Need feedback on how to address poor/bad job resume references?
• Need suggestions to improve your job resume-references or help to obtain employee background screens?

Our employee background screening professionals offer job resume-references consulting services at $150.00 Per hour: Email or telephone, professional employee, resume references, background screening consulting services are offered.

Having an employee background screening services company check your resume-references is an accurate way to confirm that these job references will enhance your chances, rather than stand in your way of securing the employment position you desire.

AllisonTaylor.com, a professional employee background screening services firm, provides written, comprehensive employee background screening reviews of professionals and executives being considered for employment.

Additional Professional Services
(Age Discrimination)

Discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment including, but not limited to, hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.

To find out if this is the case with you apply today for our resume references checking services...

As our clients include direct hiring companies and professional recruiters, resume references will typically assume that one of these sources is our client. At no time will resume references be told the name of the client who hired our organization to perform this research.

**Please note: In order to assure our research can be legally admissible, we never misrepresent our firm; we simply state, if asked, that we verify resume-references and credentials for a multitude of clients.**

Pre-Employment Screening

Pre-Employment Screening and Employment Background Check Services include:

• Employment Resume References
• Criminal Conviction Records Search
• Credit Report
• Social Security Trace
• Motor Vehicle Records
• Education Verification
• Workers' Compensation Records Search
• On-Line Access and Reporting
• Asset Check
• Bankruptcy Search
• Business Credit Report
• Personal resume-references Check
• Professional License Search
• Secretary of State Search
• Civil Record Search
• Employment and Earnings
• Consumer Public Filings
• Fictitious Business Name Filing

If your demands are for immediate pre-employment screening, employment background check, or resume-references checking results, our extensive line of products and services are designed to provide you with superior information at exceptional prices.

Contact us today for more information about our pre-employment screening, employment background check, and resume-references checking service. Join our family of satisfied customers today!

Client Testamonials

Last year our clients were awarded settlements in excess of $2 million.

Since the early 90's we have seen employees take a stand to defend their rights and stop abuse in the workplace. Consequently, we have become familiar with the needs of those clients who are currently pursuing legal action against former employers.

Sexual harassment and wrongful termination are serious matters--and so is the quality of the references given after or during a case. We have assisted our clients not only in the support of their cases, but also in the support of settlement agreements.

"Prior to losing my job, I had no idea that your service even existed. In fact, the mere thought of verifying the quality of my own resume-references never even crossed my mind. Thank goodness, a friend referred me to your firm.

The research your company did uncovered one bad reference - the reason I wasn't receiving any job offers. This information allowed me to strategically avoid this individual and successfully land the next position I interviewed for." --J. McKnight, V.P. Marketing.

"Your service saved my husband's career. Even though he won his lawsuit for wrongful termination and age discrimination, his resume-references were keeping him from doing what he loved, working. Your company provided us with the evidence we needed to avoid another court battle. Thank you." --P. Sommers, President

"I would like to address you as a satisfied (very satisfied) customer. You are effective and efficient as well as being service-oriented. I have had two separate matters with your firm, and in each case I have been impressed. In each case, your work has directly contributed to the result...support of my client's case." --M. Klamen, Attorney at Law, St. Louis, MO

We are ranked the "BEST" in the business by the Wall Street Journal.

The Seven Deadly Myths
of Professional Resume References

No matter what the nature of the job or pay scale, people should take their resume references very seriously. They can make or break a hiring decision. Wouldn’t it be nice to know what your resume-references are really saying about you during a job search?

Myth No. 1:

Companies are not allowed to say anything negative about a former employee.
Reality: While many companies may have policies that dictate only title, dates of employment and eligibility for rehire can be discussed, people do break the rules everyday.

Due to human nature, providing a reference may be an emotional call for some. How about the boss with whom you had philosophical differences or the supervisor who sexually harassed you? Maybe a boss was just jealous of you? Half of our clients do receive a bad reference, despite the strict policies in place.

Myth No. 2:
Most companies direct reference checks to their human resources departments, and these HR Professionals will not say anything bad about me.

Reality:
Most human resources professionals will follow proper protocol. However, in addition to what is said, reference checkers 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. One other note, the human resources department will divulge if a person is eligible for re-hire. Are you?

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 actually check references without an official list or you even knowing. They conduct what is know as a “social security check” to determine where you have worked in the past and then call the human resources department or office administrator at each employer for resume references.

This practice also is in place to see if a prospective employee has left any significant places of employment off of their resume references...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 resume 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 resume references.

What’s more, you want to meet with a prospective employer first to leave a favorable impression before any resume references check(s) take place. If you suspect less than favorable resume references from someone, you can use the interview to address the situation proactively, from your perspective.

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

Reality:
Many employment agreements and contracts include a stipulation that says the employer can hire you with a 90-day probation period. Not only are they evaluating your job performance but, in some instances, checking your background and resume references.

During this time, your new employer may call your former companies and, should the results be less than expected, 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 not be able to say 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 Mr. Smith.” Many employers may be 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 former references.

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

1. 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.

2. 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, resume references are more inclined to see you in a positive light. Finally, acknowledge your resume references with a personal thank you letter or email; offer to take a former boss to lunch or dinner; or send them a thoughtful gift.

Wrongful Termination

• Sexual Harassment
• Sexual Harassment Definition
• Gender Discrimination

Sexual harassment has several forms. One definition of sexual harassment in the workplace, known as quid pro quo sexual harassment, occurs when sexual conduct is a condition of tangible employment benefits.

This includes salary, promotions, and even continued employment. Sexual harassment under this theory constitutes the denial of an employment opportunity because of the individual’s refusal to have sexual or social relations with a supervisor.

Sexual harassment or gender discrimination can be demonstrated in two different circumstances.

1. The first is when a supervisor engages in gender discrimination in the workplace by imposing conditions on the individual.
2. The second is when a supervisor requests sexual favors in return for granting employment opportunities.

Both of these are forms of sexual harassment. In each of these situations gender does not matter. Men and woman can both be the victims of sexual harassment in the workplace.

Gender discrimination in the workplace is more common then not. Call us today and we can conduct background checks and employment checks on former employers.

A sexual harassment complaint can only be actionable if it is sufficiently severe and pervasive to alter the conditions of the victim’s employment and create an abusive working environment.

The sexual harassment must have the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. If these elements are present there may be a claim of sexual harassment available against the offending party and can lead to a sexual harassment complaint investigation workplace.

Sexual Harassment in the Work Place Points:
Unlike other discriminatory behavior, it often may be nearly indistinguishable from normal social relations between men and women.

Sexual harassment and other gender discrimination can violate individual's rights even if the victim suffers no adverse employment decision or economic impact as a result.

Sexual harassment and other gender discrimination frequently are practiced in violation of, rather than in compliance with, company policy.

Sexual Harassment Laws:
Sexual harassment is unlawful under both state and federal laws. Simply stated, sexual harassment is an abuse of the employer's power. There are two types of sexual harassment:

1. Quid pro quo harassment occurs when an employer conditions any term of employment on the performance of sexual favors. For example, an employer cannot require an employee to engage in sexual conduct to keep from getting fired.

2. Hostile work environment sexual harassment occurs when an employer maintains an environment where a) offensive conduct of a sexual nature is either tolerated or encouraged, and b) that conduct makes others feel uncomfortable or conditions unreasonably interfere with an employee's performance in the workplace on account of his or her sex.

A hostile work environment can also exist on the basis racial discrimination, sexual orientation discrimination, religious discrimination, disability discrimination, or age discrimination.

This illegal conduct can include uninvited touching or groping, lewd comments, dirty jokes and even physical assault.

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Frequently Asked Questions

Q2:Isn't it illegal to ask about things other than title and dates of employment during the resume references check?

{No, and that is one of the interesting things about resume references. It is a private conversation between two people, your past employer and a prospective one. Anything can be said, regardless of what the laws are. Go to your local legislator's office.

They can find the most recent laws for you but remember, every road we drive on has a speed limit. When we are running late, if a police officer is not in sight, we speed.

There is not a resume-references police officer watching over you past employer. Essentially, your past employer or reference can take 5 minutes on the telephone with a total stranger and either increase your chances of obtaining a new position or absolutely ruin them.}

Q3:Can I have additional or specific questions asked of my employment references?

{Custom reports are available for an additional fee. If there is any possibility of litigation, we suggest not to alter our normal course of business as this jeopardizes our unbiased research.}

Q4:Who should I list as a reference?

{When compiling a list of employment resume-references try to look at it from the prospective employer's shoes. First, you need responsive people that can confirm that you worked there, your title, reason for separation and other basics.

Additionally, you need to list people who can vouch for your level of responsibility and performance. Also consider any party to whom you reported. These individuals do not necessarily have to be named on your list of resume-references but be assured, if you reported to them, they are likely to be contacted by a prospective employer.}

Q5:What if my reference no longer works for my previous company?

{It is in your best interest to locate your previous supervisors and colleagues. We are not a detective agency, and neither are the prospective employers who will be considering you. Allison & Taylor, Inc. can simply call your past companies and ask for forwarding information, just as a prospective employer would, but realistically this is likely to go nowhere.

You could hire a private investigator or try to do this on your own. Call the company yourself, maybe someone you know is there and they would release the information to you. Can you call former colleagues or clients?

The Internet is a great source of information, try your own search. The bottom line is that in order for you to compare to your competition for other positions, you need to have your resume-references and past supervisors in order.}

Q6:If my employment references are bad, what can I do?

{Bad employment resume references can be strategically dealt with depending on what is actually being said and to what degree things are explained. You need to first determine what is being said before you can develop an appropriate strategy. Depending on what the research reveals as well as the laws within your state, you may be able to take legal action.

We suggest taking our report to an employment attorney for proper legal advice. Allison & Taylor, Inc. will be available to supply our research evidence and to testify in support of your situation should the need arise.

Although we will not make a referral to a specific attorney, we do suggest finding one through N.E.L.A. (The National Employment Lawyers Association). Additionally, very good legal advice and information can be accessed at US Law Books.}

Costs of Our Service
(as of Jan 1, 2009)

Basic Level Service:
The fee for each Basic Level resume-references check (HR Department only) requested to be researched is $69.00. Please view our sample Basic reports. You will be able to log in to our site with your private password to view your results. An email will be sent to you to advise you of your completed results.

Professional Level Service:
The fee for each resume-references check requested to be researched is $79.00. Please view our sample Professional reports. The Professional Level is a more comprehensive report with your abilities ranked, as well as numerous talent related questions.

You will be able to log in to our site with your private password to view your results. An email will be sent to you to advise you of your completed results.

Executive Level Service:
The fee for each executive level resume-references check requested to be researched is $99.00. Please view our sample Executive reports. This level of report includes additional questions such as the employee's ability to attract and mentor talent as well as salary history.

It is recommended that salary and/or income information be provided by the candidate, as it is customary for a firm to confirm this type of information - not supply it.

Teacher resume-references Reports:
The fee for one Teacher reference report is $79.00. Please view our sample Teacher report. You will be able to log in to our site with your private password to view your results. An email will be sent to you to advise you of your completed results.

Added Services:
Quotes may be obtained by calling our office between 9 AM and 5 PM (Eastern Time). Prices vary depending on the county, state or agency contacted.

Additional Options on all resume-references Reports:

• Telephone and/or fax reports are available for an additional fee of $10 each.
• Rush service - Rush service will ensure that calls are made immediately upon receipt of your order. The turnaround time is still dependent on the availability of the reference. Add $25 per reference.
• International or overseas resume-references will incur an additional fee of $30 per resume-references checked.

Do you have clients who may be receiving bad resume-references from a former employer? Or a case that you have settled and would like to insure that the company is following the legal agreement?

It has been our experience that many companies will say, "Let me get the legal file to see what I am allowed to say" which in our opinion, will make a potential employer feel uncomfortable in hiring this candidate.

Our firm will call and fully document the resume-references conversation including tones and innuendos. Please call one of our senior consultants with any questions or for assistance.

**We will require a resume-references and signed consent form for all potential employees stating that they have given you permission to check resume references.**

This article was written by Heidi Allison, Managing Director for Allison & Taylor, Inc. Copyright © 2005 Allison & Taylor, Inc. All Rights Reserved.

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