As a job seeker, you’re like a juggler on a variety show. Instead of a flaming torch, chainsaw, and a bowling ball, you have a polished resume, a customized cover letter, and know how to answer the 20 most commonly asked interview questions. And that just scratches the surface of all the different items a job seeker should have at their fingertips.
So with all those items to keep track of, it is easy to lose sight of the simple ones. References are one of the easiest to get lost in the job search juggle. And even if you remember them, you think, heck reference checks are done only if a company is serious about making an offer. With that in mind, you figure you can cross that bridge when you come to it.
Be careful in thinking in that way. Waiting to the last minute, means that you’ve added a time bomb to your juggling routine. What if the company asks for five references and you only have three? What if one of your references is not available? Did you even ask whether that former manager would be a reference?
Like everything else in your job search it all starts with preparation. And references, those people who know you and your work, should be factored in to your job search from day one.
References in today’s marketplace should be compiled differently than in times past. Listing just managers is still important, but they shouldn’t be the only members of your reference list.
A reference list from a job seeker today should include co-workers from your team, employees from other departments that you interacted with, and perhaps even customers depending on the type of role you held. You want to show a 360 degree view of your candidacy to your next employer.
What is the value in that you ask? What could those other references say that your manager could not? Isn’t that a whole lot of work to keep track of all these different people?
The value is showing a potential employer that you know how to start, maintain, and keep relationships at all levels in a company. And by having such a broad sampling, it allows the company to gain more insight into your candidacy than if you just give managers.
A co-worker from your team is tailor made to share how you are to work with on a daily basis. An employee from another department can give a company an idea about your communication skills. And, of course, a customer can share how you managed the relationship.
And are keeping track of different references a lot of work? Sure. You betcha. But the benefit of being able to have a diverse reference pool means that you can share specific references strategically. If you are looking for a customer-facing role for example, having a reference from a customer can be a powerful selling point.
Remember most often companies check references to determine whether you will be a culture fit. Sure some companies that have skilled reference checkers might probe a little about more job related issues, but by in large, references are about trying to predict how you will fit as a citizen within the company.
Now that the value of having 360 degree references has been established, here are some other guidelines to think about when compiling references.
Develop a Reference Pool – somehow the number you hear most is three. Having just three references might not be enough people. This is particularly true if you are conducting a job search that includes registering with temporary services.
Every agency you interview with will want references. So having a deeper pool avoids having every agency call the same three people and it also side-steps the issue of a reference not being available when you need them.
Try to have a reference pool that is at least six people deep.
Asks Permission – now this may seem self-evident, but a surprising amount of job seekers forget this step. This also serves to make those people aware that you are looking for a new opportunity. You could find that they have job leads or at the very least point you in the direction of companies that are hiring.
Communicate, Communicate, Communicate – again you may think to staying in touch would be glaringly obvious. So let your references know when a potential employer is going to call them. Share the specifics: what role did you apply for, and who will be calling.
And if you can set their expectations about what questions to expect, that would be good. Even better would be to spend some time coaching them on what to say. Depending upon your style that may or may not work for you and not every reference will feel comfortable being coached.
However recognize that where appropriate, a reference call can also be another way to shore up an area that you feel you didn’t handle well during the interview, or emphasize a strength that you want to make sure a potential employer understands.
Members Only – it can be tempting when you have worked so hard to compile them, to share your references at the drop of a hat. Make potential employers realize that sharing your references is an exclusive step. In other words, you can use the act of giving references as a way to demonstrate how serious you are about the opportunity and the company.
This also means that when creating a profile on Monster and other sites resist the urge to list your references. You never know how that data will be used. Would you like it if someone shared your contact information without your knowledge?
Give Thanks – most job seekers will let their references know when they accept a new position and then thank them for the support. However the job search, even in this improving marketplace, can be a marathon and not a sprint. Develop a schedule that works for you and your references to periodically keep in touch during the entire race and not just at the finish line.
From time to time, acknowledge that you appreciate their willingness to be a reference. And you need to be prepared to be one in return, if they should ask.
Employers today have so many tools at their disposal to check on potential employees. Some companies use background checks as part of the employment process. Background checks can be very comprehensive and can include everything from drug screens to credit checks. And of course with social media like Twitter, Facebook, and LinkedIn, an employer has even more ways to try to get a complete picture of you.
It is obvious that technology has changed and that hiring practices have changed, but as the job seeker, the reactive step of giving references to a potential employer has not. As the job seeker, you wait until you are asked for references. But why should you?
Think of your references as a way to make your candidacy stand out. Those people could tip the scale and provide the confidence that a potential employer needs to make a hiring decision. So if a company doesn’t ask for references, volunteer them!
At the end of the day, references are really about showing how well you connect with people. Companies know that the best employees, the most successful employees, are the ones that strike the balance between having the skills for the job and the people skills to match.
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