Perfect Fit for a New Job? 4 Interviews Later, Why They Stop Communicating with You. Don’t Overlook the Possibility of a Negative Reference

DETROIT (September 13, 2016) – Perhaps you can relate to this job-seeking scenario: you’ve sailed through the interviews with flying colors and have been told that the job is virtually yours after they get back to you in short order.  And then…no further response from them.  You politely follow up with them and are told that the company decided to go “in a different direction”.  Or even worse, your calls or emails are no longer returned.

What happened, when everything was looking so positive?

Unfortunately, a very good possibility is that the prospective employer conducted a reference check(s) with your former employer and heard something unfavorable about you.  Most job seekers are under the misimpression that employers cannot – and will not – say anything negative about their former employees.  While this is almost universally a corporate guideline, the unfortunate reality is that countless references violate this policy on a daily basis.  While such negative input typically comes from a former supervisor, Human Resources can be a problem as well – particularly if they indicate you are not eligible for rehire, or left the company under involuntary circumstances.  Complicating this situation, prospective employers – for their own legal protection – will almost never tell you that a negative reference was received.  You will be left wondering what the true reason for your non-hire actually was.

The good news: you can identify for yourself what your former employers are actually saying about you.  Consider utilizing a firm such as Allison & Taylor, Inc. (, a reference checking service in business since 1984, that will interview your reference(s) and document their input word-for-word.  Approximately 50% of all reference checks conducted by Allison & Taylor uncover negative input from the reference.  Any such feedback can be used for remedial legal purposes or, more simply, a Cease-&-Desist letter that has an exceptionally high (99+%) documented success rate.

A negative reference is likely to continue offering the same input to every prospective employer that calls unless you detect it and take steps to stop it.  Job seekers can lose many opportunities before they realize what is happening.  It’s best to be proactive as it is never too early to identify – and address – a negative job reference.

# # #

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

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

Media Contact:

Jeff Shane

800- 890-5645 toll-free USA/Canada


Allison and Taylor, Inc.

Women Leaders

Walked Off The Job? The Nightmare of Getting a Job, Then Losing It

Don’t Let a Negative Employment Reference Cost You Your Dream Job

DETROIT (August 25, 2016) – It’s an all-too-common scenario: a fully qualified candidate fails to get a job because their background check or references come back with an unfavorable report.

Could things be worse? Unfortunately, yes. Consider this circumstance: You get the job, and are then unceremoniously let go because negative reference results came back after you’d already been hired. Imagine the humiliation- personal, and professional- that comes with a company representative arriving at your desk with the statement, “Sorry, you’re done here. I have to escort you off the premises.”

Many people assume once they’ve been hired, references don’t play a significant role. “Not true”, says Jeff Shane, Vice President of Allison & Taylor Reference Checking, a firm that offers professional reference checking services. “People are walked off the job due to references more frequently than you’d believe.  We’ve heard more than one story of how people were settling into new jobs, only to be removed from the position because of the responses their references provided.”

Sadly, the often-overlooked “last phase” of the hiring process – checking the applicant’s references – has undone many a candidate.

What most job seekers don’t realize is that many companies don’t conduct their reference checks until after you’ve started the job. Companies have a 90-day “probationary” period that allows them to terminate your employment relationship at will, and many use this time to complete all the hiring paperwork and checks dictated by company policy.

Before you lose that perfect job due to an unfavorable reference, take the time to ensure that your references are responding appropriately to employment inquiries. The simplest and most effective way is to conduct a reference check(s) through a professional reference checking company like Allison & Taylor. If a reference check confirms negative or inappropriate feedback, their documented response gives you the foundation for recourse to prevent further career damage.

One such action is the option of a Cease & Desist letter, which can help ensure that the transgressor will stop their actions out of fear of corporate reprisal.

In offering this service, Allison & Taylor works with attorneys well-versed in employment law who will review the client’s report from a negative reference, speak directly with them to discuss protocol and options, and then issue the letter to the organization where the negative commentary arose. As part of the overall fee, Allison & Taylor then re-conducts the original reference check to determine if the negative reference is continuing to offer harmful commentary. This rarely turns out to be the case – the documented “success rate” of this letter is extremely high.

For further details on services and procedures please visit

# # #

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

AllisonTaylor – Find us on FacebookFollow us on Twitter!

Media Contact

Jeff Shane

800-890-5645 (toll-free USA/Canada)



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 ( 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

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]


Working remotely
… remote workers see a 20% to 55% increase in productivity

By 2020, it’s expected that half of the workforce will be remote. This is not only something employees are demanding, but it is being legislated in countries like the UK. One survey found that 43 percent of employees would take a flex work arrangement over a raise. There are many big-name companies that support remote work for a surprising variety of jobs. Flexibility includes the option to work less for less pay; for example, a four-day work week. Flex work is extending into vacation policy with companies like Netflix and Virgin moving to unlimited leave policies to help drive productivity of creatives in an outcome-based work environment.  (page 29)

Companies get around talent shortage with ‘work from anywhere’ policies

70% of employees would quit their jobs for a remote-working one

Offices are some of the worst places to truly get any work done

Traditionalists, beware: the new work space is everywhere

Why It’s Time to Allow Employees to Work Remotely

5 awesome lessons I learned from working remotely

4 Reasons Marissa Mayer’s No-At-Home-Work Policy Is an Epic Fail

Millennials are forcing Canadian firms to up their mobile game

70% of millennial workers would rather telecommute than come to the office

Report shows flexible work options leads to higher employee engagement

How to manage a workforce that’s spread around the globe

How a manager can be visible, remotely

Companies are failing to invest in the tools that make remote working a reality

The rise of remote working

At These 125 Companies, All Or Most Employees Work Remotely

Five Ways A Company Can Set Up Remote Workers For Success

Future of work is when employees want, where they want it: Rogers survey

10 Tips for Effective Collaboration in Remote Teams

The Five Golden Rules of Job Reference Etiquette

Looking For a Job Promotion, Relationships Are Critical

DETROIT, MI (June 9, 2016) – It makes good business sense – and is respectful professional etiquette – to stay in touch with your former bosses, says Allison & Taylor, the nation’s oldest professional reference checking firm.

As your career advances, your efforts to stay connected with past employers could pay dividends many times over when they provide you with favorable professional references.  Conversely, failing maintain a solid relationship with your references could have long-reaching professional consequences.

“As an employer, if a prospective employee’s former boss neglected to return your call looking for a professional reference, what message would that convey?” asks Jeff Shane, of Allison & Taylor.  “Oftentimes, job seekers pay close attention to their resumes and interview skills, but fail to nurture their professional references…and a personal commentary can make or break a successful job search.”

To enhance the chances Allison & Taylor suggests you follow these 5 Golden Rules of Job Reference Etiquette:

1.Call your former bosses and ask them if they are willing to be good job references for you. Be sure to thank them for supporting you in your job search if they agree.

2.Let them know each and every time you give out their name and email address.

3.Keep your former positive references informed of your experiences in climbing the corporate ladder and your educational progress. Provide them with career updates. He/she will be more inclined to see you in a stronger light as you progress.

4.Remember that spending time with a potential employer takes valuable time out of your former bosses’ day, so try to give something back. For instance, after receiving a good job reference, write a personal thank-you letter or (at a minimum) send an email. Better still, send a thank-you note with a gift card, or offer to take your former boss to lunch/dinner.

5.If you win the new position, call or email your former boss and thank them again for the positive references. At the same time, you can provide your new professional contact information.

Additionally, it’s critical to be certain of the feedback from your professional references.  If you are not 100 percent convinced that your professional references and past employers will relay positive comments about you to prospective employers, have them checked out.  A professional reference check can either put your mind at ease, or supply you with the critical information and evidence that may be blocking your job search efforts.

Allison & Taylor estimates that 50% of their references come back as “lukewarm” or “negative”.  If a reference provides unfavorable or inaccurate information to a prospective employer, there are steps that can be taken to rectify the situation. You can take steps to prevent this continued spread of negative information, either through a Cease & Desist letter or through more aggressive legal recourse.

To find out more about reference checking, please visit Allison & Taylor.


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

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

Media Contact

Jeff Shane

800-890-5645 (toll-free USA/Canada)



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 ( 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

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

Media Contact

Jeff Shane
800-890-5645 (toll-free USA/Canada)

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 ( 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

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

Media Contact
Jeff Shane
800-890-5645 (toll-free USA/Canada)