You’ve Been Sexually Harassed: What Happens to Your Job Prospects and References If You’re Not Famous?

Allison Taylor Reference Checking Tells Sexual Harassment Victims How to Protect Their Job Reference, Reputation and Future Livelihood

DETROIT (Dec. 13, 2017) – According to Allison Taylor Reference Checking, reporting sexual harassment can cost the brave women and sometimes men who report sexual harassment by a boss or co-worker in their current job: it can cost them the next job, too.

What happens to a job reference after making a report to HR, the legal department or filing a sexual harassment suit?

Too often, harassers get a simple slap on the wrist. Sadly, most of us aren’t famous movie stars with the clout to move on to the next job. Perpetrators too often get by with few consequences, while the brave complainant puts his or her career—and livelihood—on the line.

The average person has no choice but to worry about their next paycheck. But a bad boss can slander or defame you when you apply for your next job. Rumors that badmouth the wrong person can circulate for too long, and people may even collude to keep you unemployed by blacklisting you. On top of that, HR may not be very empathetic about the issue and may even say the wrong thing to protect their interests.

Whether you’re being pressured to discuss or even to have sex with your boss or a co-worker, forced to listen to foul language or slurs, you need to figure out what to do about that job reference, especially if you have worked at the place of harassment for any length of time.

Here are steps recommended for anyone’s future employment to­ look solid.

  1. Document the sexual harassment of employer by discovering what they say about you.

Hire a professional service like ours to make actual calls to your former boss or employer. Our very discreet reference check process gives you an accurate, documented report, viewable in your private, secure, online account.
2.   Prepare a remedy like a Cease & Desist Letter for Poor to Bad Job References

If you discover bad job references, we can help. Fight back hard with a “cease and desist” letter written by experienced professionals. With our close to 100% success rate, you can change the game and protect your future.

# # #

About AllisonTaylor

AllisonTaylor and its principals have been in the business of checking references for corporations and individuals since 1984. We are highly acclaimed with employers, employees and the media alike. Compliments and mentionsfrom influential publications and writers at The Wall Street Journal, Christian Science Monitor, The New York Times, Workplace Bullying Institute, ABC Newswire, Forbes, USA Today, Hcareers, Fortune and MyFox News provide insight into our services. AllisonTaylor  is headquartered in Rochester, Mich. For further details on services and procedures please visit https://www.allisontaylor.com/

AllisonTaylor – Find us on FacebookFollow us on Twitter, Google+. Check out our Blog!

Media Contact

Jeff Shane
Jeff@AllisonTaylor.com
800-890-5645 (toll-free USA/Canada)
+1-248-672-4200
AllisonTaylor.com

Should I Send My Boss A Holiday Card? The “Do’s” & “Don’ts” In Holiday Card Etiquette

DETROIT (December 5, 2017) – In the office, the professional methods of communication are generally pretty clear.  Pick up the phone, shoot a quick note by email, or make a visit to someone’s office.  However – during holiday season – many employees wonder “Should I send members of my management team some sort of holiday greeting card? If so, is it appropriate to dash off an email with holiday wishes, or is a traditional paper card the way to go?”

Reference-checking firm Allison & Taylor says yes, it is definitely a good idea to send your boss (and his or her boss) an appropriate holiday greeting.  It’s an important way to send the message that you value your relationship with the company, and respect these people as individuals.  (Additionally, surveys have shown that they are widely appreciated in the business world as a whole; recipients are more likely to do business with a company or individual that sends holiday greeting cards.)

When it comes to e-cards, Allison & Taylor suggests you forgo them for a variety of reasons. Many senior managers are older and may reflect an “old school” mentality. A greeting card sent via electronic means may be regarded by them as inappropriate, perhaps even cavalier. Additionally, such e-cards also tend to lack the “personal touch” of a card mailed individually to the boss’s door; e-cards and social media holiday greetings are often sent en masse, or (in the case of social media greetings) can be done as spur-of-the-moment responses to a comment seen on Facebook or some similar venue.

Here are some reasons why a traditional greeting card is a good idea:

1. Connecting with your bosses (or a former boss) will help keep you top-of-mind in their awareness, translating to possible future support or opportunity.

2. Staying in touch with bosses and colleagues via a holiday card is a subtle yet highly effective form of networking. (It’s also less expensive than taking them to lunch, and won’t violate corporate edicts if sent via personal mail.)

3. Sending your bosses (also former bosses, colleagues, suppliers, etc.) a card demonstrates a personal touch to accompany your business relationship.

4. Staying in the favor of your prospective employment references (particularly former bosses) is critical to your future employment success. The reference-checking firm of Allison & Taylor notes that approximately half of all reference checks they conduct revealnegative inputfrom the references. Consider that a greeting card could prove to be a small, but critical, investment in your professional future.

5. Developing and maintaining positive relationships with your management team, co-workers and former bosses will ultimately be a cornerstone of success in your career. Besides the use of greeting cards, there are a number of effective etiquette tips that may be appropriate for those who may ultimately become your professional references.

Tips for sending the right holiday greeting card:

While sending out holiday cards is almost certainly a good idea, even this generous gesture can backfire if the proper protocols aren’t observed. Here are some additional guidelines to ensure your card is well received:

1. Choose a high-quality holiday card that allows no possibility of offending its recipient. Remember that not everyone celebrates Christmas – be mindful of religious and cultural nuances, particularly with your international recipients.

2. Choose a design that is appropriate for your business associates.

3. Keep your contact list accurate and up-to-date. Make sure you’re not sending a card to someone who has left the department or the company.

4. Check the spelling of your contacts and their corporate name. Any good points you’ll score with a holiday card will be lost if you misspell your contact’s name or corporate information.

5. Include one of your business cards inside the greeting card. This small insertion ensures that your recipients have your most current contact information and will reinforce your name with the card’s recipient.

6. Be sure that your inscriptions on the outside of the card are both legible and attractive. Consider using a form of calligraphy to make your recipient’s name and address visibly pleasing. Also, be sure to include your return address on the mailing envelope.

7. Sign each card personally. It only takes a moment to sign your name and write a short greeting, and your business associates will notice and appreciate this more personal gesture.

8. Don’t be late. In life and in business, timing is everything. Remember that many companies close during the holidays and people take vacation to be with family, so send your cards early. Also note the possibility that a recipient of your card may want (out of consideration or guilt) to respond with a card back to you prior to the holidays. Aim to have all your corporate holiday cards in the mail no later than December 15 if you’re sending them within the U.S., or earlier if you’re sending them via international mail.

A properly thought-out and created holiday card can be a wonderful asset to your business relationships.  Take the time to make this personal gesture, and it will be sure to be appreciated and remembered.

# # #

About AllisonTaylor

AllisonTaylor and its principals have been in the business of checking references for corporations and individuals since 1984. We are highly acclaimed with employers, employees and the media alike. Compliments and mentions from influential publications and writers at The Wall Street Journal, Christian Science Monitor, The New York Times, Workplace Bullying Institute, ABC Newswire, Forbes, USA Today, Hcareers, Fortune and MyFox News provide insight into our services. AllisonTaylor  is headquartered in Rochester, Mich. For further details on services and procedures please visit https://www.allisontaylor.com/.

AllisonTaylor – Find us on Facebook! Follow us on Twitter, Google+, our Blog!

6 Lethal Job Reference Myths: Misconceptions About Job References that Will Ruin Your Employment Prospects

(Detroit, May 23, 2017) While there are many factors for the job seeker to consider in landing that new job, one stands out as particularly critical – and often overlooked.  Your employment references will surely be vetted by prospective employers and can ultimately make-or-break the hiring decision.

Unfortunately, job seekers are too often unaware or misinformed of how job reference vetting really works.  Here are 6 false perceptions that explain why countless job seekers go for months, or years, without landing that next job: 

Myth No. 1:
Companies cannot say anything negative about a former employee.

Reality:

While countless companies have policies dictating that only title, dates of employment and salary history can be discussed, their employees – particularly at the management level – frequently violate such policies.  Former supervisors are particularly notorious in this regard, e.g. the boss with whom you had philosophical differences, was jealous of you, or perhaps even have harassed you.  Incredibly, approximately fifty percent (50%) of Allison & Taylor’s clients receive a bad reference, despite strict policies in place.

 

 

Myth No. 2

Most corporations direct reference check requests to their Human Resources departments, and they are trained to ensure that nothing negative will be said about me.

Reality:

Most Human Resources professionals will indeed follow proper protocol.

However, be warned that some will not.  When asked whether a former employee is eligible for rehire, some will indicate they are not – and may go on to explain why this is the case.  Even if they indicate “not eligible” and offer no further explanation, a potential employee is unlikely to take the risk of hiring you without knowing the reason why a past employer has described you as ineligible for rehire.

 

 

Myth No. 3

Assuming HR has nothing negative to say about me, I should be “ok” with that company, reference-wise.

Reality:

Prospective employers have figured out that former supervisors are much more likely to offer revealing commentary about a company’s former employees.  Your supervisor(s) knew you personally and has formed opinions about you, favorable or otherwise.  When asked for their opinion, supervisors frequently forget, or are unaware of, company policies that typically instruct them to refer incoming reference inquiries to HR.

Prospective employers will invariably seek this supervisory input.  (How many times have you been asked “May we contact your former supervisor?”)  For this reason, it is critical that you are aware not only of how HR will respond to reference inquiries about you, but how your former supervisor(s) will respond as well.

 

 

 

Myth No. 4
I should have my references listed on my resume and distribute them together.

Reality:

You never want to list your references on your resume, or indicate “References Provided Upon Request”.  You do not want companies that may have little/no interest in hiring you, bothering your references.  What’s more, you may be wrongly assuming that the references you list truly “have your back”.  Countless job seekers offer up the names of references that ultimately provide lukewarm or unfavorable commentary about them.

Instead, job seekers should cultivate their management references carefully, treating them with respect and updating them periodically as a courtesy. In addition, the candidate should have a list of their references readily available (in the same format/font as their resume) to be given to prospective employers.  When offered at the conclusion of an interview – in a highly professional format – it can create a very proactive (and favorable) ending impression.

Equally critical is to personally check your key references by utilizing a firm like Allison & Taylor (www.allisontaylor.com), a third-party reference checking organization that identifies the commentary that previous employers will offer about you to potential new employers.  You will want to ensure that your key references will truly offer supportive commentary about you to your potential new employers.  You will also want to identify what your previous supervisors/HR representatives will say about you as they will be regarded by employers as more important than the personal references you list.

 

 

Myth No. 5:
I took legal action against my former company and they are now not allowed to say anything.

Reality:

They may have been instructed not be able to say anything definitive, but do not put it past them to make your life difficult.  There have been countless 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.”  Most employers are uncomfortable hiring someone who has a legal history, probably dashing your job prospects.

 

Myth No. 6:

Even if I have a negative reference, there is no way for me to prevent them from continuing it.

 

Reality:

Your first step is to obtain documentation that a reference(s) is indeed problematic by utilizing a professional reference-checking firm to document both the verbal input and the tone of voice being offered by your reference.  Once a problem reference has been confirmed, the reference-checking firm can identify an employment attorney well versed in assessing possible legal options.  Foremost among these – particularly when the negative input does not constitute a violation of state or Federal law – is a “Cease & Desist” letter.  Such letters are typically sent by attorneys to the CEO or senior management of the firm where the negative reference is employed, identifying the negative reference by name and the fact that the reference has been documented as offering negative input about the job seeker.  The letter also suggests that if the reference-giver continues to offer such negative input, legal action would be contemplated against the firm.

 

Allison & Taylor Inc. estimates that approximately 50% of all reference checks they conduct reflect some degree of employer negativity.  The best way to combat this type of career sabotage is to have written documentation of its existence.  Visit AllisonTaylor.com for more information on reference checks, and remedies such as a Cease & Desist letter, which has an extremely high rate of success.

# # #

Employees Crave Justice in The Workplace

DETROIT (Jan. 11, 2017) – As we enter 2017, workplace trends are emerging that will have significant ramifications for employers and job seekers alike. 

A key theme is employee demand for a more flexible working environment that will allow greater latitude for a “work/life balance”.  Employers wishing to attract – and retain – new talent will need to be mindful of this general trend, as well as the need to utilize newer, non-traditional tools such as instant messaging, people analytics, etc.  Another key trend: reference checks will be vetted differently than in the past, with supervisory references gaining increasing prominence.

Some specific trends we expect to see for 2017 include:

  1. Workplace well-being becomes critical for attracting new talent. While compensation pay has traditionally been a leading prerequisite for all job seekers, a desire for workplace flexibility has risen dramatically in importance. Yet, it is estimated that only a third of global corporations offer such flexibility. Of those that do offer at least some degree of workplace flexibility, many are not promoting this benefit to job seekers who increasingly spend more time researching companies before applying for new employment.

This suggests a considerable opportunity for companies to not only increase their degree of workplace flexibility, but to market this benefit more aggressively to prospective new employees.

There are several components to overall work flex, which include:

  • Working from the home, facilitated using new technological tools
  • Elimination of strict office hours
  • Adoption of “casual days” with reduced formal business attire

2. New Internal Communications Tools Replace Email.  As highly tech-savvy employees enter the marketplace, businesses will utilize more efficient internal communication tools such as text messaging, live chat and instant messaging, which will increasingly replace traditional emails.

3. Blended Workplaces Become Increasingly Predominant. The use of blended workforces, where freelance workers team up with full-time employees on project collaboration, is on the rise. An estimated 40% of workforces will be composed of freelancers in the next few years, reducing corporate benefits/health care costs. By necessity, these freelancers will need to interact more frequently with full-time employees than previously.

4. The Reference Checking Process Takes an Unconventional Turn.  A significant change in the reference checking process is that employers are more likely to call a job seeker’s former supervisors, rather than follow the traditional route of contacting Human Resources.  This is because employers have concluded that former supervisors tend to be far more talkative about previous employees than Human Resources – and a talkative, knowledgeable reference is exactly what they seek.

Related to this, a 2014 survey by the Workplace Bullying Institute (workplacebullying.org) identified 27% of responders as having current or past direct experience with abusive conduct at work.  Bosses constituted the majority of bullies. (http://www.workplacebullying.org/wbiresearch/wbi-2014-us-survey/)

5.  References Become a Powerful Extension of a Job Seeker’s Resume. A strong resume is only part of the employment equation. Employers look to references to provide critical employment information, and a wise job seeker should treat their references as a powerful extension of their resume.  References should be chosen careful, and job seekers should have a cultivated list of references readily available (in a similar format/font as their resume) to be given to prospective employers.  See a modern reference list here: https://www.allisontaylor.com/sample-employment-reference-list.asp

6. Virtual reality tools revolutionize recruiting and training.  Revenue from virtual reality hardware is projected to reach over eight billion (2014-2018). It is likely that employees experiencing this technology outside of work will ultimately desire similar technological tools at the office. Some companies such as General Mills already utilize a virtual reality tour of their offices as a tool to showcase the company to prospective employees at corporate job fairs.

 

# # #

 

About AllisonTaylor

AllisonTaylor and its principals have been in the business of checking references for corporations and individuals since 1984. We are highly acclaimed with employers, employees and the media alike. Compliments and mentions from influential publications and writers at The Wall Street Journal, Christian Science Monitor, The New York Times, Workplace Bullying Institute, ABC Newswire, Forbes, USA Today, Hcareers, Fortune and MyFox News provide insight into our services. AllisonTaylor  is headquartered in Rochester, Mich. For further details on services and procedures please visit http://www.allisontaylor.com/.

How even the smallest weight gain can hurt your job chances

From theStar.com

The suddenly reluctant zipper can bring more than a sting of self-consciousness. A new study from the journal Plos One out this month found slight weight gain can hurt a job seeker’s employment chances — especially a woman’s.

The authors, a team of Scottish and Canadian researchers, already knew that overweight applicants face discrimination on the job hunt. They wondered if going up just one size could trigger similar prejudice.

In 2013, they told a group of 60 men and 60 women to imagine themselves as company recruiters looking at photos of prospective hires. The snapshots showed four men and four women, all white and expressionless, at various, digitally enhanced weights. Each face reflected what doctors consider healthy body weights. (For example, a 5-foot-7 woman who weighs between 121 and 158 pounds would not be medically considered obese.)

The authors said they wanted to test for response to size, so they stuck with one race:

The researchers told the group that the candidates had identical resumés. Then came the questionnaire: Based on your gut reactions, how likely would you be to hire each, on a scale of 1 (extremely unlikely) to 7 (extremely likely) for customer-facing roles or no-contact gigs?

A human resources manager might warn that deciding on the basis of a photo could invite a lawsuit. But the respondents made snap judgments. To faux recruiters of both genders, thinner faces registered as more hirable than the heavier ones, though the effect was stronger for roles that involved interaction with customers. The “original” versions pulled an average score of 4.84, while the modified, heavier mugs got 4.61.

The disadvantage, however, was stronger for larger women than for larger men. Respondents rated them 0.66 lower on average, compared to the 0.26 they docked the men.

“These results affirm that even a marginal increase in weight appears to have a negative impact on the hirability ratings of female job applicants,” the authors wrote. “For women, it seems, even seemingly minute changes to the shape, size and weight of the body are important.”

Co-author Dennis Nickson, a business professor at University of Strathclyde in Glasgow, said women tend to be judged more harshly for their appearances because of unfair societal expectations. Thin women who wear modest makeup appear more competent in the workplace and even take home higher earnings than their similarly skilled colleagues who weigh more or spurn cosmetics, studies have shown. (Other work has found that men, regardless of beauty, simply look more inherently skilled, and indeed the respondents in this study rated male faces, on average, a full point more employable than female ones.)

 

Read more here

Your Resignation Letter – What If You’re Leaving on Bad Terms?

Be Sure Your Resignation Letter Doesn’t “Burn a Bridge” with a Former Employer

DETROIT (July 20, 2016) – While crafting a resignation letter is simple enough when you’re leaving an employer on civil terms, what do you do if you’re parting on less than favorable circumstances?  Before you give any employer a “piece of your mind”, consider that a prospective new employer will likely call your employer at some future date.  Writing a resignation note in anger or haste could become an action you will later regret.

However, this does not mean that your letter cannot reflect legitimate concerns regarding appropriate company policy, or the way that you may have been treated.  The key is a respectful tone designed to give an employer thoughtful consideration to the concerns you are addressing.  Written properly, your letter might even result in further investigation or remedial action by an employer concerned that their actions may have violated company policy, or the law.

Below are some examples of how your resignation letter might be worded. Click here to see the full text of these letters.

Example #1: Resignation due to bullying, harassment, age discrimination or sexual overtones

“As you may or may not be aware, some members of your management team do not adhere to appropriate company policy.   Accordingly, I regretfully tender my resignation having experienced unsuitable corporate behavior.”

See the full letter here.

 

Example #2: Resignation due to Philosophical Differences

“Please accept this as my official notice of my resignation.

As you are aware, over the last twelve months we have had numerous differences of opinion regarding best practices and goals for the company’s Global project.

Unfortunately, it is clear to me that you and I will be unable to resolve our differences. Therefore, I feel that my resignation is the best option for the team and all concerned.”

See the full letter here.

 

Once your resignation has taken effect, you will want to ensure that your former employer offers no unfavorable commentary about you to prospective new employers.  A prudent first step would be to have an organization like Allison & Taylor (http://www.allisontaylor.com) conduct a reference check on your behalf, typically with your former supervisor and Human Resources (the two parties most likely to be contacted by potential new employers).  If their commentary is in any way unfavorable, you will have some form of recourse – e.g. through a Cease & Desist letter – in discouraging them from offering such commentary again.  (The success rate of these letters is extremely high.)

In summary, be sure to craft your resignation letter with the same care that you would with a resume or cover letter.  To the best of your ability, leave on good terms with an employer to ensure your next job offer is presented sooner, than later.

 

# # #

About Allison & Taylor:

Allison & Taylor and its principals have been in the business of checking references for corporations and individuals since 1984. Allison & Taylor  is headquartered in Rochester, Mich. For further details on services and procedures please visit http://www.allisontaylor.com/.

Allison & Taylor — Find us on Facebook! Follow us on Twitter!

 

Hiring should be increasing over the next 3 years

The race is on

As global CEOs race to secure the talent, innovation and capabilities for growth – are Canadian CEOs keeping pace?

KPMG recently conducted a survey of nearly 1,300 CEOs from around the world, including 53 Canadian CEOs, asking them about their plans and concerns over the next three years and what we heard provides some interesting insights.

Optimism is high

Overall, Canadian CEOs are confident in the outlook of their organizations and industries, and their ability to outperform against the general economic backdrop. They are embracing technology, leveraging data and analytics, and pursuing innovation.

While this all sounds promising, are Canadian CEOs truly focusing on the right issues and taking full advantage of the best solutions? The significant contrasts that exist from their global counterparts suggest that Canadian CEOs may want to take more cues from our international peers.

The race is on

Clearly, Canadian executives are feeling that the race is on; but it remains to be seen whether they act quickly enough and with the right focus to effectively transform and evolve. Among our findings:

  • 75 percent of CEOs agree that the next three years will be more critical to their industry than the previous 50 years;
  • 74 percent of CEOs believe their company will remain largely the same in the next 3 years;
  • 98 percent are concerned about the loyalty of customers;
  • 13 percent feel confident that they are fully prepared for a cyber-event.

Explore the report

We hope that you find this report and the insights provided useful and of interest to you and your organization.

Read the full report [PDF 2 MB]

UNLIMITED VACATION TIME: AWESOME, OR NAH-SOME?

Unlimited Vacation time: Awesome, or Nah-some?

7 Reasons Why Former Bosses Give Bad References to Former Employees

Corporate Policy Is Not Honored – Approximately 50% of Past Bosses Are Offering Negative Commentary

DETROIT (Jan. 5, 2016) – 2016 is slated to be the year of new jobs, better jobs and upgrading careers. Job references play a crucial role in this quest for career betterment.

Many of us are aware that a former employer is only supposed to offer limited information about previous employees – typically, employment dates and title. While the track record of corporate Human Resources is generally (but not always) consistent with this policy, it is a different story when considering former supervisors. Most job applications request that information, “To Whom Did You Report?”

While there are a number of reasons why a former supervisor might offer potentially damaging information about a job seeker, the bottom line is that one should never assume that a prior supervisor(s) is following company policy when they are contacted about a reference.

So, what are the reasons why supervisory references may be unfavorable? Seven possible reasons include:

  1. They simply may not have liked the person, or their performance.
  2. They may be unhappy that the person left the organization (or are thinking about leaving the organization) and are either retaliating/discouraging someone else from hiring this job seeker.
  3. They may fall in the “bad boss” or “bully” category.
  4. They may have issues pertaining to a person’s age, religion or sex.
  5. They may be having a “bad day,” offering more revealing commentary than they normally might not.
  6. They may think the person is not qualified for the position for which they are being considered. They may even be envious that one of their team is being considered for such a position.
  7. They may simply be offering the truth as they see it, not being mindful – or aware – that they should not be offering that level of commentary about a former employee.

Given the substantial number of negative supervisory references, what is a job seeker to do?

A useful first step would be to determine if a former supervisor is indeed a reference problem, by having an organization like Allison & Taylor Reference Checking (www.allisontaylor.com) conduct a reference check on their behalf. If a former supervisor’s commentary is in any way unfavorable, the job seeker will have some form of recourse in discouraging them from offering such commentary again. (One such remedy is the Cease & Desist letter that has an extremely high rate of success.)

Bottom line, it is critical that the job seeker vet their references prior to seeking new employment. Sadly, too many candidates only become aware of a negative reference once a number of promising job opportunities have passed them by. With the advent of the New Year, consider making reference checking one of your resolutions to ensure a fast employment start for 2016.

# # #

About AllisonTaylor

AllisonTaylor and its principals have been in the business of checking references for corporations and individuals since 1984. AllisonTaylor  is headquartered in Rochester, Mich. For further details on services and procedures please visit http://www.allisontaylor.com/.

AllisonTaylor – Find us on Facebook! Follow us on Twitter!

Media Contact

Jeff Shane
Jeff@AllisonTaylor.com
800-890-5645 (toll-free USA/Canada)
+1-248-672-4200
AllisonTaylor.com

4 Powerful Trends That Will Help Define the Workplace Environment 2016 & Beyond

New Trends for 2016  Bring  Urgency for Reference Checking, Background Checking & Reputation Management

DETROIT (Dec. 15 2015) – Looking ahead to 2016, there are both challenges – and opportunities – based on powerful trends that will help define the workplace environment for the coming years, say the employment experts at Allison & Taylor, Inc.

1.  The highly desired “Work-Life Balance” has a darker side.

In recent years, an increased emphasis on work-life balance has resulted in more companies providing added employee flexibility in allowing them to better manage their time. While this is touted as a highly desirable feature by employees, it has also created new expectations in the form of being increasingly available and responsive, e.g. in the form of after-hours emails, late-night texts that bosses expect an immediate response to, or FaceTime calls with customers in different time zones that can start well before 8am or after 5pm.  The end result: an actual decrease in work-life balance and a more overwhelmed workforce.

2.  Generation Z college graduates will be entering the workforce for the first time, with Millennials increasingly filling management positions vacated by retiring boomers. 

Generation Z’ers – born from 1995 onwards – will begin entering the workplace early in 2016. Also during 2016, more than 3 million boomers are set to retire, making way for millennials (born between 1980-1995) who will take many of their vacated management positions. These millennials will fill the leadership gap by increasingly flattening corporate hierarchies, utilizing empowerment and team-oriented tactics and urging their employers to make a more positive impact on society.

3.  More professionals will seek (or accept) short or part-time stints instead of full-time jobs.

Professionals are increasingly choosing freelance jobs in order to gain more control over their lives, have flexibility and be their own boss. By 2020, approximately 40% of Americans will be part of what has come to be called the “gig” economy.  The rise of this trend is attributed to many factors, including increased access to technology, the impact of the recession, and the implementation of the Affordable Care Act (“Obamacare”) that has imposed new costs on employers.  The “gig economy” has allowed employers to hire on-demand, lower cost talent and has given rise to entrepreneurial entities such as Uber.

4.  The resurgence of boomerang employees (and subsequent challenge for other job seekers).

A boomerang employee is one that leaves a company only to ultimately return after some later date.  Many companies that once had a policy against hiring back boomerang employees in the past have since changed their policies to allow the return of such employees. Benefits of rehiring former employees include their familiarity with corporate culture and the fact that they don’t require as much training to get up to speed.  This lowers the risk factor from an employer’s perspective, making boomerang employees significant competitors to other active job seekers.

Given these trends, what are the “takeaways” for new candidates to the job market?  One is that your job references are more important than ever before.  In particular:

  1. First time entrants to the job market (Gen Z) will need to begin cultivating business references asap in anticipation of future employment applications.
  2. Job seekers anticipating “gig economy” positions with higher turnover/shorter job stints will need to ensure that their references are solid at each new place of employment.
  3. Millennials seeking to bring new skills to management positions need to ensure that their resumes reflect specific accomplishments consistent with empowerment, team-oriented strategies, etc. that are validated by their references.
  4. Boomerang employees will want to ensure that no “bridges are burned” with key previous employers, parting from these employers on good terms that allow for the possibility of future re-employment with the company.
  5. All job seekers are recommended to check their key references by utilizing a firm like Allison & Taylor (www.allisontaylor.com) a third-party reference checking organization that identifies the commentary that previous employers will offer about you to potential new employers.  Approximately half of all reference checks conducted by this organization reveal employer negativity about the job seeker, something that will likely ensure that no future job offers will be forthcoming.  Be sure to have key supervisory and Human Resources contacts checked at your former places of employment to ensure that your references will be assets, not liabilities, to your next employment position.

# # #

About AllisonTaylor

AllisonTaylor and its principals have been in the business of checking references for corporations and individuals since 1984. AllisonTaylor  is headquartered in Rochester, Mich. For further details on services and procedures please visit http://www.allisontaylor.com/.

AllisonTaylor – Find us on Facebook! Follow us on Twitter!

Media Contact
Jeff Shane
Jeff@AllisonTaylor.com
800-890-5645 (toll-free USA/Canada)
+1-248-672-4200
AllisonTaylor.com