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In my search for a new position, I keep encountering companies that use SkillSurvey as their way of checking references, where the input of two direct managers is required for the report to be completed. Problem is that I currently work for a company that has a strict no reference policy. So, in essence, I am unable to comply with the new company's request, and I am concerned about the impact on my candidacy.
Any thoughts would be much appreciated.
Is the company policy that:
a. Mangers are strictly prohibited from giving reference.
OR,
b. You are not allowed to list anyone as a reference.
It's a).
And it's becoming a real impediment in my job search. Not having your current manager's reference is an immediate red flag. In SkillSurvey, two managers (one current) are required to be able to run the report. Otherwise, the feedback of all your other references will not be processed, nor will the company have their contact info to do a check old school. Not only that, I mobilized all my references to partake in the survey, and needed to make my manager aware prematurely that I am looking for a new job (that is now not going to happen). I have been reading that many companies require SkillSurvey even before an interview to assist in the selection process. At the same time, working for a company that does not give out references from managers makes you/me feel like an oddball. As if it were my responsibility to get my manager to break the rules. I'm not really sure how this disconnect is even going to work out in the long run. On one hand, you need manager references, on the other hand, companies protect themselves by not allowing them, but at the same time ask for them when THEY are hiring.
An increasing number of companies seem to be utilizing this application to facilitate the reference check.
Please explain how that would be helpful if the manager is not allowed to participate in the reference check. SkillSurvey processes the information only if two managers, one of them the current one, fill out the survey. Without them, a report on the candidate will not be generated, and all the information that your other participating references have supplied, will be inaccessible to the hiring company.
I read your post to quickly. Yeah, that's a catch 22 since a lot of companies won't give references anymore. I would contact the hiring company and ask what you are supposed to do since (apparently) your employer only confirms dates of employment.
I read your post to quickly. Yeah, that's a catch 22 since a lot of companies won't give references anymore. I would contact the hiring company and ask what you are supposed to do since (apparently) your employer only confirms dates of employment.
The hiring company had no suggestion. I supplied performance appraisals. But the hiring company's objective of getting the SkillSurvey report was not met. I supplied them with a list of references for traditional check, and alerted my references once again about the possibility of a call. None of them have been contacted. I find it hard to believe that I am the only person in their HR system that has run into the no-reference problem with their current employer, so the hiring company is not able to use SkillSurvey.
That's why I had hoped to hear from folks who had that same issue, and how you resolved it. I have no other "higher ups", as I am one step below the director level. Any senior employee on site is my direct report, who was on the list in SKillSuvery, btw.
I am actually rather perplexed about this entire situation.
You put their names down. Yes, the company will not provide a reference and yes it may hinder your ability to get the new job, BUT, to simply throw your hands up in disgust and walk off the playing field is a sure way to not be considered. Put the names down and if they say anything about those individuals saying they wont give a reference, just explain it's out of your hands. You can only do so much and if you hit wall, climb over it, walk around it, or dig under it... but if the wall was made in such a way you can't get to the other side no matter what you do, consider what Joe said about if that's a company you want to work for. You never know if after so many explanations they decide to forget that requirement.
How can this work for companies out of business. Sounds like a disaster business model.
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