Your CV may get you through the door and your interview may convince an employer that you are the right person for the job, but your references can still make or break an application.
References are often treated as an afterthought. Candidates spend hours perfecting their CV, preparing for interviews and researching the company, only to provide the names of two or three people they have barely spoken to in years.
A good reference should support the picture you have presented throughout the recruitment process. A poor reference (or simply an unprepared one) can create unnecessary doubt at the final stage.
What is a Reference?
A reference is a person who can provide an independent account of your work history, abilities, conduct and suitability for a position.
Depending on the role, an employer or recruitment agency may ask a referee to confirm information such as:
- Your position and period of employment
- Your main responsibilities
- Your technical or professional capabilities
- Your reliability and work ethic
- Your communication and interpersonal skills
- Your strengths and areas for development
- Your reason for leaving
- Whether they would employ you again
A reference therefore does more than confirm that you worked somewhere. It helps a prospective employer understand how you performed while you were there.
Why do we Need References?
Recruitment is ultimately about managing risk.
An employer only a few hours with a candidate before making an appointment. A CV is written by the candidate, and an interview naturally presents only part of the picture.
A reference provides another perspective.
Good references can:
- Confirm that the information on your CV is accurate
- Provide evidence of your skills and experience
- Support claims you made during your interview
- Give insight into how you work with colleagues, clients and management
- Help an employer assess whether you will fit the requirements of the position
- Give additional confidence when making a final appointment
Importantly, a reference should not be seen as a formality. If there are significant inconsistencies between what a candidate has said and what previous employers report, these may need to be clarified before an appointment is made.
Types of References
Not all references carry the same weight.
1. Professional References
These are generally the strongest references.
Examples include:
- A current or previous line manager
- A department manager
- A project leader
- A senior colleague who worked closely with you
- A client or professional collaborator
Where possible, choose somebody who had direct knowledge of your work rather than simply somebody with an impressive job title.
2. Academic References
Academic references can be particularly useful for graduates, interns or candidates entering the workplace for the first time.
Suitable referees may include:
- A lecturer
- A research supervisor
- A postgraduate supervisor
- A laboratory or project supervisor
For technical and scientific positions, an academic supervisor may also be able to provide valuable information about laboratory skills, research ability, problem-solving skills and independence.
3. Character References
Character references speak mainly about your personality, integrity and general behaviour rather than your professional performance.
They may occasionally be appropriate for candidates with very limited work experience, but employers will generally prefer a professional or academic reference whenever one is available.
How to Choose your References
Choosing the right referee requires more thought than simply listing your previous employers.
1. Choose somebody who actually knows your work
Your referee should be able to discuss your performance confidently and provide examples where appropriate.
The Managing Director who greeted you occasionally in the corridor may carry an impressive title, but your direct supervisor may provide a far more useful reference.
2. Choose someone relatively recent
A manager you worked with ten years ago may remember you fondly, but a more recent referee will usually provide a better indication of your current abilities and working style.
Older references may still be useful when they relate directly to specialised experience relevant to the position.
3. Match the referee to the position
Think about what the new employer is likely to want to verify.
If you are applying for a technical position, someone who supervised your technical work may be particularly valuable.
For a management position, a referee who can speak about your leadership, decision-making and ability to manage people may be more appropriate.
Ask Before Providing Someone’s Details
Never assume somebody is happy to act as your referee.
Contact them first and ask permission. This also gives you an opportunity to:
- Confirm their current contact details
- Remind them when you worked together
- Tell them what type of position you are applying for
- Give them some context about the responsibilities of the role
You are not asking them what to say. You are simply making sure they are prepared when the call or email arrives.
Keep Your Referees Informed
If you are actively applying for positions, let your referees know that they may be contacted.
A referee who immediately remembers who you are and understands the context of the application will usually be able to provide a far more meaningful reference than someone receiving an unexpected phone call several years later.
References to AVOID
Some references may do more harm than good.
1. Friends and family
Unless specifically asked for a personal reference, avoid using friends or relatives. They are unlikely to be regarded as independent.
2. Someone you hardly worked with
A senior title does not automatically make somebody a good referee.
If the person cannot confidently describe your work, their reference may be vague and unhelpful.
3. Someone you have not spoken to in years
Do not surprise an old manager with a reference request from a recruiter when you have had no contact with them for several years.
Reconnect first.
4. Someone you had a difficult professional relationship with
This may sound obvious, but candidates occasionally provide references without considering what the person is actually likely to say.
Choose referees who can provide an honest and balanced assessment of your work.
5. Colleagues when a manager is available
Peer references can be useful, but prospective employers will generally place more weight on somebody who was responsible for supervising or assessing your work.
6. A referee whose details are no longer correct
Always check telephone numbers, email addresses, job titles and employers before submitting your references.
Being unable to contact any of your referees can delay an appointment — and may create the wrong impression.
A Final Tip: Quality Matters More Than Quantity
You do not need a long list of referees.
Two or three relevant, credible and well-informed references are usually far more valuable than five people who can say little more than, “Yes, I remember them.”
Your references should complete the story told by your CV and interview.
Choose people who know your work, who can speak confidently about your abilities and who are prepared to provide an honest professional assessment.
A strong reference may simply confirm what the employer already believes: They have found the right person for the job.
