Please follow and like us:

Back in February, I wrote about how the reference process can be best used when considering candidates. In this post, I’ll discuss how candidates can best be prepared when asked for references.

Here are some of my suggested “Rules of Reference” for candidates:

Always have three references ready – You want to have a variety of references available to submit, so you should always, always have at least three ready in your arsenal.  It can be frustrating for both recruiters and hiring managers to have to wait for references.  (In fact, I know some recruiters who want to check at least one reference before they will even work with you.)  Clients often ask me to obtain a variety of references including peers, people supervised by the candidate or board members with whom the candidate worked.  These kinds of references are good provided you develop and maintain relationships with them during the time you are not actively seeking new employment.  So, it is very important to think about references throughout your career and not just when you are seeking new opportunities.

Then, once you start the interviewing process, wait and give references when asked.  It is best to find out as much as you can about the role for which you are applying before deciding whom you are going to give as a reference.  Once you are to the point where you provide references, don’t overwhelm the interviewer with a list of everyone with whom you have ever worked.  This shows a lack of discretion.  Tailor your references to the roles. 

Always try to provide former supervisors as references – During your career, it is imperative to develop good relationships with supervisors.  Who better to convey your skills, work ethic and productivity?  However, we all have missteps, and if you absolutely feel you can’t rely on a former direct supervisor for a reference, make sure to have another senior person from that job with whom you may have worked closely on a specific project or, perhaps, provide one who can relay what a difficult person it was for whom you worked. 

But, you don’t always have to give your current boss.  At least, not initially – As a recruiter, I take confidentiality very seriously. Most candidates do not want their current employers to know that they are looking for new positions.  If you are too quick to discuss your move with your current boss, no matter how good the relationship is, if you don’t get the offer, it may end up awkward. This dynamic needs to be respected by the hiring organization.  But, as the process goes forward, you may eventually need to let your current boss know you are a serious candidate in a search. In my book, it is acceptable to not give your current boss in the first round of references.  Yes, I said, first round; I recommend clients do at least two levels of reference checks.

Oh, don’t forget to TELL your references you gave their names for this purpose! And, follow up with them to let them know what happens – Just like donors and clients, references need constant cultivation.  What would you think if you were considering hiring someone, you called one of the references and the reference said, “Joe Smith? I haven’t heard from him in years! I guess I can give a reference.”  My heart sinks when I hear this or similar comments.  The best reference will be able to relay to me why this person is interested in the new role and how past experience will help in the new role. So, PLEASE, PLEASE give references the heads up!!  Better yet, stay in touch and maintain a relationship so they can genuinely speak to what you have to offer.

Do not give the most important/famous people you know – Many of my searches are for senior level fundraising positions.  In those positions, candidates often come in contact with influential and affluent people who may be volunteers or board members, but they never supervised the candidate. It’s easy to be nice and accommodating to a celebrity with whom you interact at a special event; hiring managers want to know what you were doing and what you are like day to day in your organization.

And this rule is the same for organizations and candidates:

Character references are not work references – We all want to work with trustworthy and upstanding people, but if they can’t do the job for which they are hired, we have done them and our organization a disservice.  If a hiring organization wants character references, they will ask for character references. One tactic is to list references as either “Work” or “Character/Personal.”  Being a good neighbor and being involved in your community are very good characteristics and can make a big, big difference in your job search, but these characteristics do not make you qualified for a particular professional role.

What has your experience been with references? Good and bad.  Do you have any advice as a candidate or as a hiring organization?  Send me your comments, and I will share.

Carmel Napolitano is  the Director of  Development Resources, Inc‘s  New York Office.  With over 20 years of experience, Carmel started her career in higher education fundraising, She has an exceptional track record of placing senior staff at local, regional, national, and global organizations.  You can follow her on Twitter at NonProfitSearch or email her at Napolitano@driconsulting.com

#

Please follow and like us: