Arkansas Employee Referral Statement
Description
How to fill out Employee Referral Statement?
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FAQ
How to handle a bad job referenceContact your former employer.Ask for feedback from your potential employer.Ask others for help.Check your other references.Make positive changes.
Typically, employers are allowed to share general information regarding your tenure with their companiesthings like your dates of employment, job title, and responsibilities, all which serve to confirm your employment and validate the things you likely provided on your resume for potential employers.
Many people think of them as an afterthought or are convinced that it's illegal for their previous company to say anything about employees other than to confirm their dates of service and job title. In fact, companies and individuals can say anything they want to in a reference check, as long as it's true.
The disciplinary outcome and details must remain confidential. However, where appropriate, it can be a good idea for the employer to talk privately with any staff who knew the disciplinary procedure was happening.
Your employer doesn't usually have to give you a reference unless: your contract says they will. you have written proof they've agreed to give you a reference - like an email.
ALWAYS ask references about a candidate's workplace behavior, ethics and the reason that they left the company. ALWAYS be vigilant for evidence that a reference is not telling the whole truth about a candidate. NEVER make a hire without checking and vetting references and performing a background check.
What Employers Want to KnowDates of employment.Educational degrees and dates.Job title.Job description.Why the employee left the job.Whether the employee was terminated for cause.Whether there were any issues with the employee regarding absenteeism or tardiness.Whether the employee is eligible for rehire.More items...?
The disciplinary outcome and details must remain confidential. However, where appropriate, it can be a good idea for the employer to talk privately with any staff who knew the disciplinary procedure was happening.
Should you say yes?Keep the information factual. Avoid opinions about issues such as personal conflicts.Qualify what you say. For example, It was our experience2026 or In this situation2026Make your praise specific.Refer to specific tasks or projects.Avoid examples that highlight a candidate's weaknesses.
Providing a Reference Many employers will release only basic information when contacted for a reference to protect themselves from lawsuits. They usually confirm employment dates and job responsibilities, salary history, and might include information about whether you were dismissed or chose to leave on your own.
