You may have different reasons for leaving your current job. Ether you are being let go or resigning at your own will, it is crucial to handle this situation highly professionally. Why? Just for one reason, at least – your future employer inevitably will want to talk to your previous manager about your performance.

Latest studies revealed that a reference check is not always a good predictor of a candidate’s future performance though. Some more radical HR professionals even consider a reference check as an anachronism. And there is an obvious reason behind this critical statement – your future employer knows neither you as a candidate nor your references but, nevertheless, tries to make their decision on what absolute strangers would tell about you. Moreover, every HR professional knows well that employees usually leave not bad jobs but bad managers. But still, they keep looking for those “bad” managers’ opinion of their employee’s performance. Inevitably, arises the question – why do reference checks at all? No doubt, the candidate will provide most favourable references. Or, on the other hand, if some negative information came up, how one can be sure that it is objective and free from any misjudgment.

However, when you look for a job, the background check will be done on you anyway. How rigorous it would be depends, to a certain extent, on how security sensitive your future job is. It is not uncommon any more that prospective employers might wish to contact not only your former supervisors but your colleagues, clients or even your subordinates as well.

Your presence in social media and who you are connected to may also tell a lot about you. The prospective employer these days is always on the lookout for who they may also talk to about their job candidates.

However, no reference check should be done without a candidate’s consent. Trying to avoid any litigation a company would secure themselves by getting a signed consent form from their job candidates.

By providing references to your prospective employer be on a safer side and specify at what stage of the interviewing process the reference check will be done. If you are concerned about the impact it might have on your current employment it is legitimate for you to ask for this to be the last step in the selection process. Normally, it happens only after a job offer is presented to the candidate. Thus, job offers are usually conditional on a satisfactory background/reference check.

The number of references required is usually three. To obtain a more relevant and validated information your future employer most likely would be willing to talk to someone who has been directly observing your job performance, i.e. your supervisor or manager. Do not hesitate to ask your references what they are going to say about you. Discuss specific work experience that you had and that would be relevant to the job you are pursuing. Think through specific questions that might be asked in case your reference has never been in this role before. Think of situations where you achieved your most significant work results.

Ironically, at the end of the day what your reference will tell about you for the most part depends on how you say your last good bye. Even if you have always been a good employee, your boss might hesitate to give you a good reference if you failed to part with the company observing mutual interest. It might be either an unfinished on time project, or neglecting your daily duties during your last days with the company, or disclosure of confidential information etc. – any of these might be a subject to your reference’s bias.

Sometimes the manager’s reaction to the employee’s resignation may be unpredictable or irrational. Especially when you decide to leave the company in the middle of an important project where you play the main role and it would be hard to find a quick replacement.

Although, you may have a potential right to launch a lawsuit for defamation and adverse prevention of employment with another organization, we would advise you to do all that in your power to make this not happen. And initiate litigation as your last resort.

Given all potential legal issues, past employers may not be willing to provide more information about the former employee than just confirming length of employment, position title and responsibilities held by the employee. Also, the employer may not reveal an employee’s earnings.

What else should be done before you leave:

• Make sure not to leave any of your personal belongings behind.
• Clean up your computer files from any personal information, if any.
• Try to keep confidential your intentions to leave the company. It would be better if your manager learns about it directly from you in proper time, not as a rumour.
• In accordance with the company’s policy prepare your resignation letter (two weeks in advance is a common practice) and present it to your manager in person. During this meeting try to speak highly about the organization you are about to leave. No complaints at this time.