Personal Advancement
References available upon requestA true story: A few years ago, an employer, impressed with the self-marketing skills and achievements of a potential candidate, picked up the phone to follow-up on a reference check. CARTER HAMMET |
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 [ 2002-08-28 ] |
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The candidate had had an excellent rapport with his previous manager, and the referee knew the candidate's work "like the back of his hand." There was just one little problem with the reference.
He'd been dead for three years.
Reference Check Rule Number One: Ensure your references are still warm and wiggling before offering their contact information to a potential employer.
"References available upon request." It's amazing how quickly those four simple words can kill a job seeker's chances for obtaining employment, especially when you realize it is one of the aspects of the job search the candidate has so much control over. And yet, many people let contact with former colleagues and supervisors slide into the abyss, never following up on the networking and information sharing opportunities that abound in today's marketplace.
One exceptional reference from a former supervisor can offer credibility against achievements stated on a resume. Two or three references that sing praises can overwhelmingly tip the scales in the job seeker's favour.
An ideal wish list for references would include at least one recent immediate supervisor, one or two co-workers, and perhaps a subordinate. Clients that you have a good rapport with can also be excellent reference sources.
If you have only limited work experience, volunteer! People who have supervised your work in a volunteer capacity are normally eager to offer positive information about you, especially if you have a unique skill or have made a positive contribution to an organization or event.
In all cases, references should be current and know your work. They should feel comfortable and enthusiastic discussing your positive attributes and be able to identify skills you can contribute to a job.
It's not uncommon for former supervisors to offer their names as references, and then immediately forget who you are. Likewise, people change jobs, phone numbers and e-mails. Sometimes files go missing.
However, it is not unreasonable to contact former supervisors and review your achievements in your previous place of employment, either. Be sure you both agree on the facts, and that any information or commentary offered is both fair and accurate. You might even want to fax them a current copy of your resume to refresh their memories as well.
Ideally, you will be able to inform the reference about the company's product or service, job applied for and review potential questions that might be asked. The reference should also be able to substantiate any achievement stories or self-marketing statements made during an interview.
Sometimes, people are uncomfortable with the prospect of being subjected to an interview, and might offer a letter instead. If this happens, gratefully accept and be prepared to include it if asked for, or present it in a portfolio. Letters themselves can be an art form and once again, should be informed, accurate, and able to convey positive information. They should also include the reference's affiliation to the candidate, the job seeker's accomplishments and outcomes with the company, and offer information on several aspects (skills, attitudes, growth, performance) to create a well-rounded portrait of the candidate.
Naturally, controversial and personal remarks (ie. race, religion, age, disability, sexuality etc.) have nothing to do with a person's work performance and should never be addressed. Also, references should consider discussing points such as initiative, leadership, responsibility, creativity, and team playing and problem solving skills in order to convey the most positive impact on the reader.
Some companies have policies of confidentiality and make their employees sign agreements that prevent discussion of any aspect of their previous work. This makes it very difficult for an employer to obtain accurate information.
Other companies stick to a "name, rank and serial number" policy, which can be frustrating for both reference checks, and employers who would like to commend the performance of an exceptional employee.
It is always a good idea for an employee to verify exactly what information can be shared with others, especially if the position is sensitive in nature. Reference checking services are available for a fee to verify the accuracy of reference information.
The candidate should also realize that one day they too might be asked to provide a reference for someone in their sphere. They will want to offer the same treatment they themselves once received.
Points to remember
Would you ever work for a social or charitable enterprise in the third sector?