References

by Bruce Hurwitz

Many, if not most, job applicants are worried about being able to provide positive references. Ironically, more often than not, my clients (employers) have not asked for references. When I protest, the response is always, "No one provides a bad reference." Not true! It happens.

Some applicants want to be proactive and include references on their resume. That's a mistake. Here’s why:

1. By definition references will know of possible candidates for the position for which the applicant is applying.  The employer or recruiter can call them and ask if there is anyone they would recommend for the position they are looking to fill without mentioning the applicant whose resume they received.  Why would an applicant want to give an employer/recruiter an avenue to find additional candidates?  And what does it say if one of the names the reference provides isn’t the applicant's?
2. It is foolish for an applicant to provide names of references until the applicant knows they are interested in the position.  Imagine if the applicant sends out 10 resumes, and the recipients of five call the references.  The references will begin to think that there is a problem and no one wants the person.  If the applicant, after meeting with the employer and their staff, decides they want nothing to do with the company, the references will have no way of knowing that the applicant turned the employer down and not the other way around. They will also be curious about why they are being called without notification from the applicant.
3. Accordingly, it is crucial that prior to giving out the names of references, the applicant, now candidate, actually wants the job and that they have the ability to (a) confirm that the reference is available (they may be on vacation, at a conference, have a family emergency, etc.) and that they remember the candidate. (I once had a former colleague have an employer contact me for a reference, and I did not remember her!)  Additionally, the candidate has to prepare the references so they know what to emphasize when speaking to the employer/recruiter.
4. Finally, if the employer/recruiter asks for references, telling them that they will get them in a day or two because they first want to make certain they are available, shows that the candidate is a professional and does not want to waste the employer’s/recruiter’s time.  (There is nothing worse than calling someone for a reference and the person does not return the call.)  It, the request for references, is also something they can be added to the thank-you email so the employer/recruiter knows that the candidate did not forget the request.  Then, the next day, they can follow-up with a second email with the names of the references, a brief blurb about how they know them, their contact information, and, to show that they are considerate, their time zone.  You don’t want someone on the west coast being called at 9 AM Eastern time.

I honestly cannot think of a single reason to include references on a resume.  After all, it takes up space that could be better used focusing on the applicant’s accomplishments.  No longer is “References available upon request” included on a resume, because it is a silly statement of the obvious.

For the record, ideally references are former supervisors.  Secondarily, if supervisors are not available, colleagues will usually suffice, especially those higher on the organizational chart. Board members and major clients/customers may also be acceptable.  In the case of older candidates, persons they have helped to advance in their careers are ideal, as the interviewers may consider older candidates a threat to their position. Knowing that they have a record of helping younger colleagues should allay those fears. Personal references should never be given.  There is no need to provide more than three references.

References | Employment Edification (wordpress.com)