Job References

            One element of the hiring process that almost every job seeker faces at some point in their career is his or her determining how and who to select for references. Although some employers request references up front with a resume, generally when you receive a reference request, you are very likely at the top of the employer’s list for an available position. In most circumstances it is better not to send references until requested.

            If you have not given your references proper attention, there is a good chance you could lose the opportunity you have worked so hard to get. Realize, that references are one of your marketing tools for landing the job you want.

            Understanding what an employer is looking for from a reference is important. The main thing they want to know is that you are who you say you are. Did you work for the employers you have on your resume? Did you perform the functions indicated? Did you do a good job? Did you go to school where you said you did, and graduate? Are you dependable? Do you get along with others? Can you be promoted to higher positions? The process you go through selecting the best references for answering these questions is crucial for your eventual success in landing the job.

            Determine the types of references the employer is interested in contacting. Do they want people (supervisors or peers) from former employers, personal references, or a mix of both? List all the possible references for both categories. Go over the list and eliminate any people who may not give you a good recommendation. 

            Some people tend to be more negative than others; they just can’t help it. If you are aware of negative types – eliminate them. However, do not be afraid that someone may be objective in their total evaluation. Objectivity can add credibility to a good recommendation.

            Next, select the top three or four people from each group. Do all of these people have enough understanding of your abilities and accomplishments to intelligently discuss them with a hiring manager? If not, eliminate the people who don’t. They may prove worthless to the employer who is asking questions and actually hinder you. 

            Pick the person (from the names left), from each category, who you think knows you the best and who will give you a good recommendation. Then pick the second best and then the third.

            You should now have a list of people who know you well and who will put you in a positive light.

             In some situations it may be necessary to provide clients as references. A special list of these individuals can be established as well.

             Make sure the contact information on your references is up-to-date. Double-check all of your information.

              Be aware that in some cases a present or former supervisor may not be allowed to say more than that you worked at the company or agency from such-a-date to such-a-date. (Many employers are afraid of being sued.) You need to know this before providing names. At a hiring manager’s request, you may still need to provide a name, but back this information with a list of people up with people who can actually go into detail about you.

             Something often overlooked by job seekers is the need to stay in contact with potential reference people. So, stay friendly. People are often flattered that you want them to be a reference, but you don’t want them to feel used.

             When you become aware that a prospective employer will be calling a reference, make sure to inform them that the call is coming. That way they can be prepared. In some cases potential references may not call back when they are not sure who is calling.

            So, like every other aspect of the hiring process, preparation is extremely important. To get the job you want, take the time to pick your best references.