You’ve applied for a great job, and things seem to be going well. The interview was good and it seems like everyone liked you at your new prospective workplace. You are asked for references. This step usually means that the company is interested in making you an offer. Don’t trip yourself up on this final step. Do it right, so that you will get the job you are seeking. Please understand that hiring managers and HR people EXPECT excellent references. Following are some guidelines:
1. Only give out references that are rock-solid. You’ve worked hard to get this far. Writing your presentation and practicing it; perhaps travel to the interview; giving your presentation; the interview itself; follow-up thank-you notes, and so-on. Now, don’t blow it by giving out ill-considered references. Make a list of all your possible advocates. Who likes you and believes in your work and abilities the most? Who has been your supervisor and mentor? Now think, who is behind you 100% and will put you in the best light? These are your potential references.
2. Ask your references permission before you give them out. Candidates often just assume that this or that individual will provide an excellent reference. “After all, I worked so hard for her; she HAS to give me a good reference.” This may be true. However, if you don’t ask her first, she might be taken aback somewhat – and surprised. It might take a few moments for her to remember you, and this doesn’t make a good impression. (You are already forgotten… So what sort of impact did you make at that place???) Moreover, the reference hasn’t had time to formulate an appropriately enthusiastic response. It might sound a little flat. Worse case, she might be peeved that you didn’t ask her to be a reference.
The right way to do it is to call up your potential reference, (who, after all is probably a friend as well), and have a little chat. See how she is doing these days, and after you’ve caught up a bit, ask her permission to use her as a reference. The result is likely to be more favorable to your case.
3.
Don’t give out
references until the “offer stage” of the process, (unless you’re a graduating
student or you have been told you’re being laid-off or you’re not working). This goes back to two basic, related
principals of job hunting. a. Never use
an offer to apply leverage to get a raise or promotion – this action will
inevitably be resented by your company and it will not go unpunished. b. Always interview in good faith – for
example never use an interview to get free lodging and transportation to a
vacation spot such as
4. Remember the objective of your search is to get a new job, not to get higher pay at your current work or a raise or more vacation or to show that other people like you and are willing to offer you a job! If you want a raise, or promotion at your current work – then discuss that directly and honestly with your supervisor!
5. Don’t give out too many references. Just select the BEST and most appropriate three or four. Don’t send over your address book. The company won’t think your any better for it. They’re only going to talk with three anyway. So give only your best.
6. Expedite the process – or you may loose the chance for the job. Sometimes references are hard to reach. Ask the company when they’ll be calling or emailing your references, and give your people a heads-up.
7. Have back-up references in case your main references are not reachable. Sometimes references go on vacation, or are hard to contact. Be in touch with HR or the hiring manager about progress with reference checking. (Give them four days or so, and then see how things are progressing.)
8. Don’t give references too soon. References are normally only given out if the potential employer says that they are ready to make an offer and the only thing left to do is to check references. Always keep your job search in complete confidence. I would suggest that you don’t tell ANYONE at your current employment, even if they are friends. If your supervisors find out, you will loose much of your influence at work. You might even be fired in certain situations, (it depends on your job). If your potential employer asks for references early in the process, such as before the interview, ask them if it is absolutely necessary at that stage. If they insist, then you need to make a judgment call. What is the probability that the interview will result in an offer, (it’s usually about 20% to 50% depending on the situation)? If you get an offer, will you take it? Balance that against the chance that your search will be revealed if you give references. Needless to say, for a reference given early, only use people you can trust 1000%, and preferably not from your current work.
9. Always be cultivating references. How? By being friendly, helpful, punctual and responsible at work, and by always performing your very best regardless of how you like the job.
10. Finally, don’t burn any bridges. Leave each job on the very best of terms – make your supervisors and co-workers be a little sad that you’re leaving – not relieved. To this end – always be gracious. Never loose your temper at work, or shout or use bad language. Always keep the atmosphere on the most professional level. Your co-workers and supervisors will remember you in a good light and always be willing to give you a great reference.
Post-script:
A couple of stories
about references:
1. I once called the Ph.D. advisor for one of my potential candidates who had had trouble getting a job. I found out that the advisor practically despised this candidate. I’d never heard such words. The candidate had never bothered to ask advisor about providing a reference. No wonder he couldn’t get a job!
2. A candidate interviewed for a job. The company liked him, and wanted to make an offer, but asked for references first. The candidate gave as references two former supervisors whom he had never bothered to contact after leaving those companies. He just assumed that since he’d done a great job for those companies, he’d get great references. Turns out that although he HAD done a good job, the candidate hadn’t left on the best of terms. His references gave the candidate miserable reviews.
Moral: call your references….. first.
Stuart Coleman
© MS People, 2004