So we've spent a couple of weeks now dealing with this whole "RFP" application for a prospective client.
A buddy of mine who is a business consultant sums it up nicely. "Request For Propaganda."
Isn't that really all that it is, besides a huge pain in the butt?
"Here - look at us - we are the best! Oh, pick me pick me pick ME!"
Don't worry. I'm not worried that the team selecting the vendor is going to read this and gasp in shock. I'm not telling you anything that I didn't tell them. Because as I've said before, it's always best to be authentic. That's sort of the charm of working with The Silent Partner. We're actually not very silent.
In the RFP, they wanted references. So we gave them references. All of them were people that I knew would give us rave reviews.
Except for one guy. The guy is one of the most difficult clients I've ever worked with. We actually took a break from working with him because he wasn't on board with what we were doing. He had a huge disagreement with it. We went our separate ways. He came back. He's killing it now. Like...big numbers. He still hates our approach - but it works really, really well. He's probably going to swear up a storm on the phone with them. They may actually regret calling him. He'll tell them how much he hates me but can't afford to not work with us. BINGO.
And so I'm here to confess something to you. When I'm interviewing people to join our team, I don't give a damn about references. And neither should you.
Come on, people. Let's be honest. Do we really think that we're going to get someone on the phone who hasn't been contacted by the applicant and forewarned that we'd be calling? Do we think the applicant is going to put us in touch with someone who says that they don't show up to work on time or that they like their martinis at lunch? Of course not. Besides - they don't want to risk getting sued.
I spent hours searching for some strong stats to share with you on the percentage of employers who actually call the list you give them. Big surprise - I can't find anything. That tells me that either no studies have been done, or everyone just keeps their mouth shut.
I'm sure there are lots of HR managers reading this right now with their skin crawling. Give it a day and look in the comments below. It should get interesting.
So how can you hedge your bets? Here we go.
1) Video testimonials- Ask some of your clients to give you a video testimonial about your work together. Tell them to talk about what they liked and what they didn't like. Ask them to be candid.
2) Get recommendations on LinkedIn- Ask people familiar with your work to write a recommendation for you on LinkedIn. Any smart employer will be reviewing your LinkedIn as part of the hiring process.
3) Remove the garbage from your social media- Dump the pictures of you doing keg stands. Untag yourself from posts filled with swears. Don't talk smack about your current employer or past employer on Facebook. And understand that you ARE being researched - extensively - and often before you even get a call for an interview.
Remember - the true profile of who you are is built long before any reference is even in the consideration process.
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