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Reference selection is one of the most overlooked aspects of the job hunt and can make or break your candidacy. Consider the following…
You have completed the final interview and are going to receive an offer pending reference checks. Good job. I am sure you are very excited. That being said, the deal is not done and please give special consideration to who you provide as a reference. In most cases you are asked to pick who you would like to serve as a reference. Choose wisely!
1. Direct Supervisor Reference
A reference from a direct supervisor is regarded as the strongest and most preferred. However, not all should be considered equal. Consider how long ago you might have worked for a supervisor and how your experience/skills may have changed. I regularly receive references that are over 10 years old and that reference can only speak to their experience from when you worked together. While your personality may not have changed much during that time, I am going to bet that your skills have! For example, many people start off their career in the water and wastewater industry in a technical role and later transition to a sales or commercial position. If you are being offered a sales role but your reference can only speak to your technical skills (from 10 years ago!), this may not reflect well on who you are today and your ability to excel in a new position.
2. Peer Reference
Peer references can be valuable if the role you are considering is intrinsically team based. However, if the position is more of an individual contributor/delivery position, then a peer reference can feel like a personal reference: someone that you are friends with that will probably only be able to speak about your relationship and positive personality traits, not your skills, etc.
3. Client Reference
Client references can be very powerful, in particular for commercial or project delivery roles. If the primary function of the role you are considering is customer interface, consider providing one or two client references and encourage the hiring manager to speak with them.
4. Domestic Versus International Reference
Just a quick note regarding reference checks in the United States versus aboard, in particular Europe. Reference checks are more common in the US and some Europeans do NOT feel comfortable providing a reference or reference check. Additionally, in my professional experience, Europeans also tend to be far more fair and balanced than their American counterparts, with Americans being far more likely to simply give glowing responses to each question.
5. Hiring Manager Selected Reference
This is an unusual and special type of reference. I work in a niche industry that is quite insular with long tenured individuals knowing many of their industry peers. It is more common than not that a senior executive will know someone from your network and might value their input as a reference. Be very honest with yourself if you feel such reference would speak well of your professional work. If yes, this type of reference can be a greenlight to hire. However, if there is any hesitation from such a reference, this can end your candidacy. It is a bold but potentially powerful move to ASK the hiring manager who, in your network, they would like to speak with as a reference.
Selecting the right reference for the right opportunity is critical. Consider building a small database of potential references BEFORE you begin a job search and consider it a living document that can change over time. Remember, the right word from the right person at the right time can do wonders for your candidacy. Be smart about who you pick to serve as your reference and enjoy the benefits of this often overlooked job hunt asset!
Written by: Austin Meyermann, Founder and President of Hunter Crown, LLC
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