If you’ve been laid off recently or think you might lose your job in the near future, you need to respond strategically and massively. The hard reality about layoffs is that how you respond may depend on your financial and emotional state.

You may have predicted this event and prepared for it, or you may view the layoff as a blessing in disguise if it forces you to make a change you’ve wanted to make for some time. In these cases, it’s time to crank up your search efforts with focus and confidence.

If, on the other hand, you are totally blindsided by the layoff and/or unprepared for it, your first step is to take stock. What is your cash position? Do you feel strong, and can you see the situation as an opportunity to move into something better? Or are you at a loss about what to do next? What kind of support can you get to help you through? What do you have to do to ensure that you survive—financially and emotionally?

While feelings of panic and uncertainty are normal, remember that the most effective job searches are not scattershot approaches but rather targeted strategies that leverage your past experience.

In either situation, a strategic job search is in order. Based on my report, “How to Manage Your Career in Scary Times,” here are eight top-level tips to ensure your response to a layoff is focused and effective.

1. Breathe
Find your center. You are a professional and there is a place for you out there. You will get through this. And the best way to do so is to focus on what you offer and take massive action.

2. Get out the contact list
Make a record of the people you worked with and dealt with. Put that address information into your own system and contact people using your personal email address.

3. Inventory what you offer
Take time to develop a sound understanding of your abilities, skills, experience, and fit. This includes really analyzing your professional background to identify stories, evidence, and data about your job performance that you can use to better market yourself and prove your candidacy. What are you interested in doing next? What is the next logical step for you? Depending on your position and situation, you may be looking to move forward or you may need to focus on where you are most employable.

4. Define your targets
You are not equally valuable everywhere. Define A, B, and C target groups. A is the perfect home for your offering. B is acceptable. C will pay the bills. Use information like job title, organization type, organization size, industry, and market to make your targets as defined as possible.

5. Cultivate multiple channels
Work more than one channel to find those target opportunities. By all means, use online job postings and apply selectively to jobs. But realize this is only one channel. Develop a multichannel strategy and invest your time accordingly. Those channels might include recruitment agencies, professional associations, and, of course, your network.

6. Create channels for people to find you
Nothing is better than receiving a call about an opportunity. It puts you in the driver’s seat, at least for a bit. Ensure your network contacts know what you’re looking for so you are top of mind when they can make a referral. Use social networking sites as another way to accomplish this.

7. Follow the Pareto Principle
This is otherwise known as the 80/20 rule. Analyze your network for the people who are hubs of contacts and information. Who do you know who can hire or refer you? When you’re ready, get in touch with them. And remember, the actions you might resist are usually the most valuable, high-impact ones. In my experience, successful job searches are often the result of that one, correct call.

8. Get out and talk to people
The worst place to conduct a job search is in your pajamas at your family computer. Yes, there are a lot of important activities you can do from your computer, but schedule them outside of prime meeting time. You must get out there—every day.

The post Laid off? Eight effective ways to respond appeared first on Résumé Writing and Career Services.

The most awkward networking attempt I’ve ever witnessed happened in my senior year of college. A former executive at NBC who had started his own production company came to talk to the film department at my school about entertainment careers, and I went to check it out. The speaker was great — he had plenty of insight, advice and personal anecdotes, and I stayed after to chat with him a bit (mainly about our mutual love of 30 Rock if I’m being honest).

Ahead of me in line was another woman who, rather than asking a thoughtful question, hit him with “Can you help me get an internship at your company?” Unsurprisingly, he gave her a strange look, said that she should look up the opportunities available on their careers page, and moved on. After all, why in the world would he vouch for her when he didn’t know anything about her?

I understand why you might want to ask someone to help you get a job at their company — referrals are a powerful way to get your foot in the door, and studies have shown that recruiters view referral candidates as higher quality than other sources. But if you don’t ask for one the right way, you may be doing more to hurt your application than help it. An out-of-the-blue request like the one I witnessed can come across as pushy, crass, and just plain self-serving.

To help you navigate that fine line between polite and presumptuous, we reached out to experts to hear how they suggest approaching someone for a referral — here are their tips.

When Asking Someone You Know Well

If you’re close to somebody connected to the company — be it a friend, family member, or former colleague — you’re in luck. Assuming you have a good relationship, they will probably be happy to help you out.

“Be honest with them. Tell them what it is you’re ultimately looking for, and give them an idea of how they can help you,” recommends career coach Carlota Zimmerman.

Keep in mind, though, that a request for a referral — even when asking a close friend — is not a guarantee that you’ll receive one. If somebody can’t vouch for your work quality, they may not be comfortable putting themselves on the line for you. Because of this, it’s polite to give somebody an out, says Roy Cohen, career coach and author of The Wall Street Professional’s Survival Guide.

“Build in an exit option for friends, family, and colleagues. Sometimes, and to our great surprise and disappointment, the people closest to us will act weird when these sorts of requests are made,” Cohen says. “Rather than jeopardize the relationship, let the request go if there is any waffling.”

Cohen suggests saying something like: “I wonder if I can impose on you…and it’s not an issue if you can’t. I’m trying to get a referral to [company name] and I seem to remember that you may know that person or know someone who does. It would really mean a lot to me. Let me explain why.”

If they do end up referring you, don’t take it for granted.

“Afterwards, take them out to dinner, or buy them a small thank-you present,” Zimmerman advises.

When Asking Someone You Kind of Know

Asking for a referral from an acquaintance — say, a friend of a friend or former coworker who you only talked to a handful of times — requires a little bit more finesse. One way to build goodwill and improve your odds of a response is reminding them of your connection to each other.

“It is always best if you and the acquaintance share a good mutual friend or colleague in common. That will establish your credibility as someone who is not likely to be a source of embarrassment,” Cohen says. “Send a brief note first to break the ice and to provide context as to why you are reaching out.”

Cohen suggests: “You may remember that you and I share so-and-so in common. I seem to recall that you may also have a connection to [who you want to meet or where you want to go]. I heard that there may be an opportunity there and I wanted to reach out, but I don’t know anyone at the firm. Can I impose on you? Let me tell you about my background so that you know a little bit more about me.”

This last part is key, Cohen says, as “people we barely know or know peripherally on a social basis may have little knowledge as to our backgrounds. It is always a good idea to remind them by sharing information that they may be unaware of and that may even impress them.”

This will also allow them to give hiring managers and recruiters a better idea of what you have to offer, which is key if you want to get their attention.

And just as you would with a friend, it’s nice to express your appreciation for a referral by thanking them with a phone call, note or small gift.

When Asking Someone You Don’t Know

If you don’t know somebody who works at the company you’re interested in, all hope is not lost. These days, you can easily go online to figure out who works at a company and reach out to them. It’s best to seek out a recruiter, the hiring manager for the role or someone who is on the team you’re interested in joining. Make sure that you’re not asking for too much too quickly, though, as that will turn people off of helping you.

Once you reach out to someone via LinkedIn or email, “always begin by expressing your gratitude,  and repeat that message at the very tail end of your request,” suggests Cohen.

Then, “use your interest in a position at the company they are working at as a way to get to know this person,” advises J. Kelly, author of BUILD YOUR DREAM NETWORK: Forging Powerful Relationships In A Hyper-Connected World.

Kelly suggests saying: “I know we’ve recently connected on LinkedIn through XYZ, and I recently saw the X department at your company has an open position. I’m intrigued by it. Any chance I could ask you a few questions about the company and the role?”

“Use your interest as the way to start a conversation and be open to where it leads to,” she adds.

Ask a few questions about the company culture, responsibilities of the role, what they love about working there, etc. “Then, you can begin a gentle segue into mentioning that you too would like to work for that company,” shares Sara Causey, CEO of SEC Technical, LLC.

“Have a strong pitch ready as to why you want this referral, your goals, what you bring to the table (education, experience, expertise) and crucially, why you believe this person can help you,” Zimmerman suggests. “Remember that you’re essentially asking a stranger to open doors for you, so how you present is how you’ll be perceived.”

Don’t forget to thank the person for their time, and if they do end up providing you with a referral, keep them looped in on next steps.

“In any situation where you ask for a referral and someone grants it, circle back with that person on the outcome! Nothing is worse than [being] left in the dark as to whether or not an introduction or interview came through,” Cohen says. Not to mention, “by following up, you’re also more likely to receive help from that person again in the future.”

Asking for a referral may seem intimidating, but it’s often an effective way to head to the top of the candidate list, so it’s worth the request — as long as you handle it delicately. But if you demonstrate respect for the other person, show thoughtfulness in your approach and thank them for their time, you’ll have nothing to worry about.

The post How to Ask for a Referral Without Embarrassing Yourself appeared first on Résumé Writing and Career Services.

It’s canned, not can’t-ed.

In 2008, I got laid off from my first-ever job. I was crushed, to say the least.

I grew up watching Almost Famous, fantasized about moving to New York, and managed to get hired at Rolling Stone, covering my favorite artists (David Bowie, The Eagles, Jay Z). So when my boss called me into his office on a Monday morning to break the news, I remember thinking: How could they be letting me go? I still haven’t interviewed Fergie! (It was 2008, remember?)

Fast-forward eight years, and I now run my own writing business, with a client list that includes Forbes, Food Network, and Dell. I’ve learned a lot of lessons from my fateful layoff, but here are my top five.

1. Mourn – and move on.

I got laid off from not just my job, but my *dream* job. It felt healthy to let myself be sad for a few days, but then I knew it was time to figure out my next move. I made a list of all of the things I loved about my old job, alongside a list of all of the things I didn’t love (it was longer than I thought), and a third list of my personal career goals. I compared the three lists and concluded that I still wanted to do what I loved — write — but I needed to make more money, and I hoped to be a part of an industry that was growing so that this didn’t happen again. It was the first time I was thinking not just like a writer, but like an entrepreneur.

2. Your network is your net worth.

Odds are, the last thing your boss wants to do on a Monday morning is put you out of work. Sackings aren’t personal, so don’t take them personally. Remember all of the relationships you’ve made, both internally and externally, and consider them in your next venture. Be vocal about what you’re looking to do next, and opportunities will likely present themselves. Case in point: My former Rolling Stone editor recommended me for a project with New York Film Critics Series in 2013, and they’ve now been one of my clients for more than three years.

3. Have a back-up plan.

Even if you’re blissfully employed (or self-employed), you still need a Plan B (or C or D). Even the most profitable, charitable, well-respected business in the universe makes decisions based on its bottom line. *Your* bottom line: Protect yourself. Think about where you would want to be working if you weren’t with your current employer and research the company’s culture. More importantly, think about where you could get a job immediately if your current one no longer existed. I always wanted to work for myself, so I viewed my layoff as the perfect chance to try. As Mona Patel, my friend and Motivate Design CEO, likes to say: “There’s no right time to start a business, so just do it.”

4. Save now.

An emergency fund is not a luxury. Most experts say you should have enough money saved to get through six months of unemployment, give or take a few months. The trick is to start saving while you’re employed. There’s no formula, but the 50/20/30 budget is a good starting place.

5. Plot your legacy.

Perhaps the biggest lesson I’ve learned from my layoff is to appreciate the gift of time. When I had a full-time job, I could barely fit in a dentist appointment. (Not kidding: I would cancel and re-schedule three times before I would finally show up for a cleaning.) Being unemployed is your chance to recharge. Visit the doctor. Revamp your resume. Analyze industry trends. Think about what you want to do with your life. Using what I learned at Rolling Stone, I built a business rooted in writing. Take advantage of this time, and your layoff will pay off.

The post I Got Laid Off from My Dream Job – Here’s What I Learned appeared first on Résumé Writing and Career Services.

Hi Kyle,

I’ve given notice at my job, and I’m leaving in six weeks. No one is upset; in fact, everyone is being supportive of my move. The issue is that I’m finding it hard to be motivated and worried that these six weeks are going to drag on. Because I work quite quickly, I’ll have nothing to do for the last few weeks. How do I keep myself going and not give up mentally?

Signed,
Thumb Twiddler

Dear Thumb Twiddler,

It sounds like this is an intentional move, so first, congrats! There are lots of ways to leave your mark once you give notice you’re quitting, and the fact that you have six whole weeks (less by the time you’re reading this), means you can cover all the important stuff.

You always hear “don’t burn bridges,” but there’s so much more you can do besides leaving all bridges intact. Here are a few things (that’ll show returns later in your career).

Leave a Legacy

Leaving something for your former colleagues to talk about long after you depart will seriously boost your professional rep which, in turn, will make future outreach to these connections much easier. Think about problems you ran into in your daily routine or things that took a long time to learn when you first started.

You may have been too busy to fix a drawn-out process or show your co-workers a workaround that you discovered while you were up to your neck in work, which is why now is the perfect time to tackle these items. Writing a handbook on your role or simply documenting a process you followed will leave your name on something tangible that will make your former co-workers lives easier.

Train Your Replacement

Nothing will make your immediate team and manager happier than getting a replacement up to speed quickly. Not to mention, training a new hire is an incredible experience. This won’t always be possible when you have a short timeline, but there’s typically something small you can do.

Whether it’s helping write the job description for your role, getting involved in the hiring process, or offering to work alongside the new person for a week (or even a day, if that’s all you can spare), see what you can do to reduce the stress on the rest of the organization. Nobody can explain how to do your job better than you, so pass on your knowledge to leave a lasting mark.

Bolster Your Professional Brand

You’re currently on your way out of an organization, and the terms are good. Presumably you still have access to your email, and you have the opportunity to speak with your co-workers in person before your departure.

Use this time to network! This is a great chance for you to buy a few of your close colleagues (especially managers) a coffee and tell them about your next move. A final real-life interaction will make connecting and interacting online much easier. After all, these are the people who you might want ask to endorse and recommend you on LinkedIn.

In the end, you may still find yourself with some idle time in your final days, and that’s OK. You’ve checked all the boxes by giving ample notice and informing everyone who will be affected. Be helpful and offer your time and expertise where you can.

People tend to remember the last interactions they have with you – so arguably that final impression is just as, if not more, important as the first. I know it’s challenging not to mentally check out, but if you’ve read this far, that doesn’t seem likely.

The post Ask a Career Coach: How Do I Leave My Job on the Best Possible Note? appeared first on Résumé Writing and Career Services.

How do you choose who to put down as a reference? It’s an important choice you’ll have to make when you’re putting together your job application. One wrong word from a less-than-enthusiastic reference can quickly knock you off an employer’s list of candidates.

On the other hand, a strong endorsement from the right reference can convince an employer that you have the right skills and experience to excel in the job.

References are such a powerful tool because you can promote yourself all you want in a cover letter, resume or portfolio, but you have less autonomy over your references. Whereas you can’t control what your references say about you, you can control who you select as a reference. And, it’s a crucial choice to make, with serious consequences to your job search.

Here are thirteen tips for choosing the best references to use in a job application.

13 Tips for Selecting the Best References

1. Ask your manager or a past boss, but be careful. In an ideal world, a direct manager or supervisor would act as your reference, and would be willing to discuss specific examples as to how you excelled in your role, and added to value to the team, department or company while in your position.

The absence of a supervisor in your group of references can incite questions about your performance on the job.

Employers will understand if you leave off a current supervisor because you don’t want to jeopardize the job you have already. In that case, you might say a reference from a current supervisor can be provided if an offer is pending. It is then more important to include a past boss.

2. When to ask anyone other than your manager. If you had any issues with your manager or supervisor, you shouldn’t include them. “Issues” means anything serious, that is. Everyone makes little mistakes sometimes, but if there were any instances during your previous job in which you were disciplined or given a warning – anything that you wouldn’t want a new employer to hear about – then you shouldn’t ask anyone involved in that situation, managers or coworkers, to act as a reference.

3. Ask a colleague or coworker. References don’t necessarily have to be someone you worked under. You can also ask coworkers who you have a good relationship with to act as one of your references.

4. Get several references. Try to gather a group of multiple potential references, more than you think you’d need for one job. Employers will rarely ask for more than three references, but having a larger pool will allow you to choose references strategically based on the different requirements of each job.

5. Get both networking and job references. Distinguish between references for job applications and references for networking purposes. Networking references don’t need to have the same insight into you as a productive individual in order to make some introductions or ask their employer to take a careful look at your application. However, you should meet face to face with networking references and show them your resume so they can speak first-hand about your personal and communication skills if making a referral.

6. Know what your references will say about you. Always choose references who have agreed to provide positive recommendations. The last thing you need when job searching is a negative reference, so be sure you are clear on how your references will endorse you. Whenever possible, ask references to compose written recommendations in advance of forwarding their name to employers, so you have a clear sense of how they will represent your background.

LinkedIn recommendations provide an excellent opportunity to pre-screen your references. Try writing one for them before you ask them to submit a LinkedIn recommendation. At minimum, make sure a reference has verbally agreed to make a positive recommendation.

What to Ask: You can say, “Are you comfortable or in the position to make a positive or enthusiastic recommendation given your exposure to my work?”

7. Make sure your references can focus on your best achievements. References who will take the time to prepare and deliver specific recommendations are often the most powerful. Your best references will be able to speak concretely and anecdotally about your skills, work ethic, and achievements on the job, in the classroom, or in your community.

8. Match your selection of references to the requirements of the job at hand. Ask yourself which of your references can provide the most compelling evidence that you have the assets to excel in the job you’re applying for.

9. Pick and choose depending on the job. Think of your reference selections as a group. One reference may be able to speak to a critical strength like problem-solving while another might be able to endorse another key qualification like presentation skills. Make sure your roster of references for a particular job can cover as many of core job requirements as possible.

10. Internal references have a high impact on hiring. If you have any connections within the company you’re applying to who you think would be able to speak to your abilities, then you should certainly ask if they would be willing to stand as one of your references.

If you don’t have too much of a work history with them, then you might want to supply three other references, and then ask your internal connection to informally “chime in” on your behalf if they believe you’d be a good fit for the job. Here’s how to ask for a referral for a job.

11. Remember to update your reference selections periodically. Add new supporters and move individuals off your list if they seem less than enthusiastic, or if a lot of time has passed since you’ve worked with them.

12. Recommendations don’t just have to come from your paid, professional positions. If you have any involvement in continued education, volunteering or community work, supervisors or peers in those roles will be able to provide references, too. However, avoid using acquaintances or family friends who haven’t had any exposure to you in a work-related setting.

13. Recent graduates should tap as many faculty members as possible as long as you excelled in their courses. Faculty can provide an excellent bridge to former students who will often have fond memories of the professor and great respect for their judgment.

Give to Get

Giving to get works really well when you’re lining up employment references. Take the time to offer to provide a reference to the people who are giving you one. Even a boss can use a good recommendation from an employee. Your colleagues, clients and coworkers will also appreciate the offer.

The post 13 Tips for Choosing the Best Job References appeared first on Résumé Writing and Career Services.

Are you concerned about getting a bad reference from one of your previous employers? A negative or even lukewarm reference can knock a candidate right out of contention for a job. Find out ways to prevent getting a bad reference, and how to tackle bad references when they are unavoidable.

How to Handle Bad References From Employers

What can you do to preclude your references from hindering your job search? The safest way to avoid having your search sabotaged by an unexpected bad reference is to carefully pre-screen your references.

If you are concerned about what a previous employer is going to say, line up some other references who will attest to your qualifications for jobs. Explain the circumstances, in advance, to potential reference givers and ask if they are in a position to support your candidacy by providing a positive recommendation.

It is critical to give them an out so that they don’t feel obligated to provide a reference, and perhaps provide a less than fully laudatory recommendation when contacted by a prospective employer.

It can be best to make your request by email so that they can consider it objectively without the pressure of a face to face interaction.

Here are more tips for choosing the best possible references.

Get the Reference in Writing

If you ask a potential reference to put a general recommendation in writing in advance, you will have a better idea regarding the tone and focus of their recommendation. The incorporation of recommendations into LinkedIn provides an opportunity to test drive potential reference writers. Try writing a few recommendations for LinkedIn contacts and then ask your connections to reciprocate on your behalf.

When You Are Worried About a Negative Reference

If you are worried that a previous manager (who you haven’t listed as a reference) might provide a negative reference if contacted by an employer, the best strategy can be to provide as many other positive recommendations as possible to counteract the impact, or perhaps make it unnecessary for employers to seek input from that manager.

Or, if you are certain that the manager will still be contacted despite not being on your reference list, you can be proactive. Reach out to the former manager, and explain the situation — that you know you didn’t part on the best terms, and would not normally put the person down as a reference, but that you believe the hiring company will be in touch anyway. Many people will be willing to let bygones be bygones, and you may be able to negotiate to a reference that you both feel comfortable with.

In some cases, you might have a better relationship with your prior manager’s boss and can enlist their support. In other situations, you can tap a combination of colleagues at your level, customers, and staff who reported to you in order to fill out your roster of references.

Check Your Own References

Some candidates will have a trusted friend, posing as a reference checker or a background checking service, reach out to a possibly troublesome previous supervisor to ascertain how they might respond to a check. Others hire a reference checking service to discover what past employers are saying about them.

Candidates who discover a potentially damaging reference might then initiate dialogue with the manger in an attempt to negotiate a more positive recommendation. If that effort is unsuccessful, you could consider contacting the Human Resources (HR) department of your former employer to mention that your search is being adversely impacted by a former manager’s negative recommendation. In some cases, HR will advise the manager to avoid such references as a matter of policy to avoid legal liability or negative publicity.

Negotiating a Good Reference

If you leave an employer under difficult circumstances, it is sometimes possible to negotiate a positive recommendation as part of the severance process.

Of course, the best way to avoid negative recommendations is to cultivate positive relationships with managers, whenever possible, and to resist the temptation of saying anything negative when leaving a job.

The post How to Handle Bad References From Employers appeared first on Résumé Writing and Career Services.

What’s almost as important as your resume and cover letter, and much more likely to slip your mind during the job search process? A good list of references. (Note that these should be separate from your resume; no need to waste space on that old resume cliché, “References available upon request.”)

Who Not to Ask for a Reference

The challenge, of course, is whom to include on your reference list – and just as crucially, whom to leave out. The following folks should never, ever appear on your list:

1. Anyone you haven’t spoken to, and specifically asked to be a reference.

It should go without saying, but even if you’re reasonably sure your former colleague or professor would give you a glowing recommendation, you should ask first, for several reasons.

First of all, it’s just polite. If you’re like most people, you probably don’t love being surprised with phone calls and emails, asking you for things you weren’t expecting. Even if you yourself are a raving extrovert and can speak extemporaneously on any topic, recognize that your potential references might not be the same way.

Regardless, you’re asking for their time, and that’s valuable. Do them the courtesy of giving them a chance to tell you if they can spare a few minutes right now to help you out.

Second, your recommendation will be better, if the recommender knows more about the job for which you’re interviewing. Giving a heads up – and a little background info – gives your connection time to think about which aspects of your skillset and experience are most important for this new role, and allows them a chance to prepare some thoughts to share with your interviewer.

Third, there’s a possibility that this person won’t be allowed to give you a reference – or at least, a detailed enough recommendation to count. HR policies vary from company to company, but some employers are strict about how much information a manager, for example, is allowed to give about a former report. Don’t assume that you know the policy ahead of time.

Finally, there’s always the chance that your assessment of the relationship is flat-out wrong. The worst time to find out that someone wouldn’t recommend your work is after they’ve told a hiring manager that they wouldn’t hire you again under any circumstances. Don’t sandbag yourself.

An additional note: how you ask matters, as well. Don’t just ask if the person will give you a reference. Ask, “Do you think you know my work well enough to provide me with a reference?” or similar. That way, you’ll get a sense of what you can expect this person to say.

2. People who might say something negative … or even less than positive.

Obviously, you wouldn’t intentionally ask someone to be a reference for you, if you thought they’d say something bad about your work. That’s why it’s important to check in and see if they feel comfortable providing a reference for you, ahead of time – hopefully, you’ll get a sense as to what they might say.

Keep in mind, however, that damnation by faint praise is also very possible during the reference process. The hiring managers will assume that anyone you ask to give you a recommendation is among your biggest fans. If they get a resounding “meh” as a response, they might think that this was the best you could do. Not good.

3. Anyone who doesn’t communicate well.

This might sound judgmental, but now’s not the time to lean on your connections who mean well, but don’t speak (or write) well. Remember that your network reflects on you, especially when they’re praising your work. If they don’t seem on top of things themselves, they won’t be able to impress a hiring manager on your behalf. What good is a recommendation, if it comes from someone the employer wouldn’t hire?

4. Your current boss, except under very specific circumstances.

This is another potentially obvious one, but it’s worth saying, anyway. Unless you’re looking at a layoff, or your job is short-term – in short, unless your boss knows you’re leaving, and is OK with it – don’t ask him or her for a reference.

5. People you don’t respect.

Whenever you consider asking someone for a reference, ask yourself, “Would I provide a reference for this person, in return?” If you can’t honestly and wholeheartedly say yes, move on to the next connection on your list. At best, it’s unfair to ask for something you wouldn’t reciprocate; at worst, it might be your gut instincts telling you that this colleague isn’t in your corner. Either way, just say no.

The post Who Not to Ask for a Reference (and Why) appeared first on Résumé Writing and Career Services.

There is one thing you can do that increases your chances of being hired: getting an employee referral. Referred candidates are more likely to get hired, perform better and last longer in jobs. This is why companies, large and small, are investing in referral programs. It makes good business sense for them and for you.

Here are seven things you need to know about being a referred candidate, based on a recent survey commissioned by iCIMS, a provider of talent acquisition solutions:

1. Referred candidates have better odds of getting hired.

When an employee refers someone, that candidate is hired about two-thirds of the time. Plain and simple: You must find people who work inside companies you are interested in working for. Use your in-person network, LinkedIn, Twitter and even Facebook to identify the names of people you already know. It doesn’t matter what role your contact is in. What matters is that you let them know the types of roles you are interested in and that you stay on his or her radar, just in case something comes up. It is always best to reach out to people before a job is posted.

2. Employees do make referrals.

Employees are jumping on the referral bandwagon. Sixty percent of employees have referred at least one person to an open position within the company, and 38 percent of employees have referred multiple candidates for open jobs. If you are at all skeptical, don’t be. By nature, people want to help, and it doesn’t take much effort for an employee to refer you for a job. Just ask.

3. Candidates should start at the top.

The higher the person referring you is on the corporate ladder, the better your chances of getting hired. Almost all candidates (91 percent) referred by a director level or above were hired, versus 53 percent of hired referrals from an entry-level candidate. If you do know top level executives, reach out to them first. However, don’t hesitate to reach out to anyone you know inside the company, because being referred by any level employee increases your chances.

4. Referral incentives exist.

While 63 percent of employers currently follow a documented employee referral process, the remaining companies accept referrals in a less formal way. Either formally or informally, companies realize that referrals make great employees and cost less to hire. When asking an employee to refer you, you’re actually helping your contact reap rewards.

5. Referrals are the most important job-search resource.

Seventy-six percent of job seekers ranked employee referrals as being of high to extremely high importance. This resource ranked higher than company career sites, job boards and even LinkedIn. You may be not believe all the experts who proclaim the power of networking, but you can’t dismiss the advice when job seekers report how important referrals are as a resource.

6. Referred employees love their jobs.

Sixty-five percent of referred employees were very satisfied with job fit or their ability to fulfill the requirements of the position, and 50 percent were very satisfied with how well they fit within the company. You don’t just want a paycheck – you want a job you will enjoy. Leverage the power of past colleagues to help you identify a company and job where you are more likely to be happy.

7. Size makes a difference.

If you’re targeting small companies with 99 or fewer employees, 14 percent of new hires came from referrals. Medium companies (100 to 999 employees) hire 24 percent of referrals, and companies with 1,000 or more employees fill 27 percent of jobs through referrals. No matter the size of the company, hiring happens through referrals. It may be more difficult to find someone within a smaller company, but don’t give up.

Bottom line:

The best way to get your résumé to the top of the stack is by getting referred. The tools exist today to identify people who work inside companies you are interested in. It is easier to keep track of past colleagues. Plus, companies value the quality of employees who come from referrals. Isn’t it time you paid more attention to this job-search resource?

The post 7 Things You Should Know About Employee Referrals appeared first on Résumé Writing and Career Services.

One of the questions I get asked frequently is “What can an employer say about former employees?” Some job seekers presume that companies can only legally release dates of employment, salary, and your job title. However, that’s not the case.

Can an employer say a former employee was fired or terminated for cause? How about saying that you quit without notice or your attendance record wasn’t good? Are there limits to what an employer can say about you?

What Former Employers Can Say About You

There are no federal laws restricting what information an employer can – or cannot – disclose about former employees. If you were fired or terminated from employment, the company can say so. They can also give a reason. For example, if someone was fired for stealing or falsifying a time sheet, they can explain why the employee was terminated. Here’s information on when an employer can say you were fired.

That said, because of laws regarding defamation (which is slander or libel) companies are usually careful about what information they provide to hiring managers confirming employment or checking references.

What they say has to be the truth or the company can be subject to a lawsuit from the former employee. Legally, they can say anything that is factual and accurate.

Concern about lawsuits is why most employers only confirm dates of employment, your position, and salary.

State labor laws vary, so check your state labor department website for information on state labor laws that limit what employers can disclose about former employees.

Checking On What the Company Will Disclose

If you have been fired or terminated, check with your former employer and ask what information they will give out when they get a call to verify your work history. If they do give out more information than the basics, what they say may be negotiable and it can’t hurt to ask.

When you left under difficult circumstances, you could ask someone you know to call and check your references, that way you’ll know what information is going to come out. Or, you can also use a reference checking service to check on what will be disclosed to future employers.

Getting the Story Straight

It’s important that your story and your former employer’s story match. If you say you were laid-off and the company says you fired, you’re not going to get the job.

Also, not telling the truth during the application process can get you fired at any time in the future – even years after you were hired. That’s because most job applications have a section where you verify the information is accurate.

Don’t Presume the Company Won’t Give Out Information

Don’t presume that your former employer won’t disclose the reason why your job ended. Large companies typically have policies regarding the disclosure of former employee information, but may not. Many smaller employers don’t have a policy at all or aren’t aware of or concerned about legal liability issues.

In either case, it’s important to know what the employer is going to say about you, because what you say needs to match what the company is going to say.

Finally, if your version doesn’t match theirs and you feel the company’s story about your termination isn’t accurate, be upfront and say so. You’ll have a better chance of getting the job than if you say one thing and the company says another.

The post What Can Employers Say About Former Employees? appeared first on Résumé Writing and Career Services.

Have you listed your charity endeavors on your résumé? If not, you probably should. A recent LinkedIn survey found that one in five employers hired someone primarily because of her volunteer service outside the office. “If you’re unemployed, this work shows you’ve been productive,” says John Challenger, the CEO of Challenger, Gray & Christmas, a Chicago-based outplacement firm. “And if you’re already employed, it supplements the experiences you’ve gained at your job.” Here’s how to put your good work to good use.

Do: List specific skill-building volunteer activities on your résumé.

Substantive work, like managing the budget of a sizable charity or recruiting and training a team, is attractive to employers because those experiences are applicable to business situations, says Suzanne Lucas, a 10-year human-resources veteran based in Basel, Switzerland. But only include accomplishments that can be put into quantifiable terms or work that demonstrates your leadership qualities. (Avoid listing charitable work for which all you did was set up chairs or perform some other minor service.)

Don’t: Include work with organizations that might be considered polarizing.

Listing overtly political or religious groups could turn off a hiring manager who has different beliefs. (Picking one candidate over another because of such factors is illegal in many cases, but it still happens.)

Do: Let the volunteer work on your résumé speak for itself.

That is to say, don’t bring it up in the interview. Why? The employers who find the service to be relevant will ask you about it. But some won’t feel that way about any unpaid work. In such cases, it’s best to stay quiet.

Don’t: Emphasize volunteering that’s directly related to being a parent.

Researchers have found that women who cite volunteering related to motherhood on a résumé—for example, PTA work—are less likely to be called back for interviews than are those who list a neighborhood group. So list such experience only if it’s highly related to the job that you’re seeking.

The post How to Put Volunteer Work on Your Résumé appeared first on Résumé Writing and Career Services.