Negotiate Final Hurdles:
The End Game
In the previous few months, you met with a seemingly endless list of interviewers in three visits to company headquarters. Almost three weeks to the day from your last interview you receive a voice message from the human resources contact. It could have been from a recruiter if there was one. As you return the call, you prepare for the worst and hope for the best. The human resources contact immediately puts you at ease by saying, [We would like to check your references.] Be excited but do not spend your first paycheck yet.
There are a number of significant events that must take place from the moment you receive such a welcome call to your first day on the new job. You are asked to provide the names, professional relationships, years known, and contact information of three references. If you were asked to provide references in an earlier interview, you are now told that these people will be contacted. In addition to reference checks, offers at some companies are subject to satisfactory background investigations and a personality test.
The objective of Chapter 6 is to give you the information to close the deal. You are provided with a winning approach to selecting and preparing references, receiving an offer, performing due diligence (this is your choice), authorizing a background check, and taking a personality test. Fortunately, you have some degree of control over all of these tasks.
Every employer checks candidate references. It is the prudent thing to do. References are always verified for the top candidate and some employers call references for the top two or three candidates. When references are checked for several candidates, responses become another measure for comparing finalists and selecting a winner.