(Note: If you missed Part 1 of “The Unexpected Phone Call”, read it here.) Most people feel they can count on a reference from a previous employer to help them secure a position with a new employer.  The longer you are part of the work force; however, the greater the chances are that you left at least one employer on unfavorable terms.  What can you do when a potential employer calls your previous employer and receives unfavorable information about your performance?

If the information passed on is malicious, there may be legal recourse; however pursuing a legal remedy takes time and money. Both are resources you may lack, especially if you have been out of work for several months. Sometimes, finding a simple solution is better than seeking a more complex one.

My point is as follows: it is imperative that you choose your references carefully. A poor relationship with a former supervisor can be a major obstacle to re-employment. By choosing dependable references (and possibly give your prospective employer a “heads up” regarding conflicts with a previous supervisor), you can turn the odds for re-employment back in your favor.

Last time, Beverly (or Bev for short) received a call from an individual at her previous position.  Although Bev was sure that her former boss, Mary, would give her a good reference, Bev found out that it was, in fact, Mary who was sabotaging her job search.  How would Bev conquer this problem?  Please read on…

   The day after Bev received her unexpected phone call; she called me, and invited my wife and I over for dessert.  I asked if we could bring anything.  Bev always insisted that we didn’t have to bring anything.  She always maintained a high degree of personal pride, even though it was clear that her time in between jobs was eating away at her pride.  

   As my wife and I were having coffee and cake (Bev knows that one of my weaknesses is a well made black forest cake), Bev told us about the phone call and why it made sense.

   “I have been on interviews before and I can always sense when things are going my way”, Bev told us, “however this job search has been different.  I had a good feeling from my last three interviews, yet each time I was told that the position went to another candidate.  I felt that I must have done something wrong, but when the man called me yesterday and told me what Mary had done, everything made sense! I don’t know why Mary would do this to me.  What could she have to gain by doing this?”

   “Are you sure the man was telling the truth”. My wife inquired?

   “I was about to hang up the phone yesterday, but before I did, I checked my caller ID. The ID showed the call was from my former office.  It was clear that the man was unsure about making the call.  I believe he was sincere.”

   “We have to do something about this”, I stated. “Give me a moment to think about this.  If this man was telling the truth, I am sure I can find a way to help you.”

   “Can’t you call your former office and speak to someone about what is happening”, my wife asked, “doesn’t this woman know that she can be charged with defamation of character?”

    I knew my wife was angry about Bev’s situation, but I also knew that going through legal proceedings would be time consuming and costly.  Bev had neither the time nor the resources to handle this sort of conflict.  There had to be a better way. I was beginning to formulate an idea.

   “Bev, let me ask a question here”, I stated as I was formulating my plan.  “When someone calls your office, is there one person who always takes the call, or are there several people who handle that function?”

  “Mary is the office manager.” Bev continued. “Most of the time she answers the phone.”

   “Why don’t you just confront her?” my wife asked.

   “Mary would deny that she said anything degrading”, Bev answered. “In addition, Barry, one of the owners, would stand up for her.  It would be a tough case to prove at best.”

    Bev’s last answer gave me an idea. “Bev, you just said that one of the owners would stand up for Mary.  What about the other partners?” I inquired.

 “There is a co-owner of the business, and his name is Clark.  I worked closely with him up until four months ago. We worked very well together; but Howard, I don’t know what this has to do with helping me.  I have an interview on Monday.  If this employer calls my last job, and Mary picks up the phone, I can kiss any possible offer good-bye.”

   “We need to treat Mary as a dead link”, I responded.

    “What do you mean?” Bev asked.

    “You told me that Mary is one of your primary references. From this point forward, she no longer exists.  List Clark as your primary reference.  In addition, I am sure there are other people in your past company who will speak for your accomplishments. List them as references from your past job if you need to. The bottom line is that you need to remove Mary from your job search equation.”

   “I still think that Mary needs to answer for what she has done to you”, my wife added.

   “I agree with you sweetheart”, I added, ”but now is not the time.  The primary objective here is to get Bev working.  Revenge, as a primary objective, is never a good path to take. The only way that Mary should be mentioned is in a quantifiable example where her decision was incorrect and Bev’s was correct. Bev, please remember that, despite how you feel about what Mary has done, you have to take the high road by not showing any bitterness towards your previous employer, and as I tell all those who read my column:  I wish you good hunting.”

   We left wishing Bev the best of luck.  I met Bev again about six weeks later.  She was happily working at her new position, and I am pleased to report that this story has a happy ending.  Bev told me that the only person who was upset with her good fortune was Mary.  The real hero of this piece is the person who risked his position to help Bev.

  To the individual who risked his job to help Bev, whoever or wherever you are….Thank you.

-By Howard K. Young, Contributing Writer & 405 Club Alumni

View all of Howard’s posts here.