Question: I am preparing a reference list for my job search. So far, I list five male supervisors. What should I be considering when comprising my list?
Answer: As a recruiter, I check for 360-degree completeness on a reference list. That is, I want to see on that list not only supervisors but also peers and direct reports. That way, I get a sense of a candidate’s interactions up and down the reporting hierarchy. I also look for gender and other kinds of balance on the list. In these times when business is increasing global and work teams are diverse, I also look to see what the multicultural representation is on the list regardless of the identity of the candidate. I scan for diversity – no matter what.
When it comes to content of the reference conversations, I look for sincerity and work-based experiences. Therefore, select reference persons who genuinely admire your work, willingly acknowledge areas for growth and have a sense of how your career has developed over time. The more informed your references, the richer the data they will supply.
To that end, it is also smart to keep your references informed about your professional whereabouts, choices and interests. There is nothing more damning than having your references report that they do not know why you are seeking a particular role or that they did not realize you had left your previous position. They support your application, so they should be up to speed on all of your professional movements.
Balance in your list is important, and, so far, it doesn’t sound like you have that. Understand that earlier in my recruiting career, I had to reference an accomplished leader who gave me an impressive list of references. Because he worked for a mostly male organization, it did not occur to me to request female references. At the end of an exhaustive process, it turned out this particular candidate had issues working with female leaders, insight that only emerged on the end of a comment by one of the male references. Had I caught on earlier to the fact that his list was lopsided, we would have been spared having to conduct six additional references to verify the telling comment. Since that experience, I counsel candidates to create a balanced list. The first red flag is the inability to produce a balanced list.
Be very deliberate comprising the whole picture of your reference list. There are many aspects about your candidacy being considered; make sure you provide references who, together, can provide a comprehensive picture of who you are.
Contact Karen Alphonse at Karena@execSearches.com or visit ExecSearches.com for more information about our career coaching services.
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