No matter which category they fall under, clear your references in advance. One of the biggest mistakes made by candidates is failing to talk to references ahead of time and not seeking their permission to be used as references. When you have chosen a possible reference, contact that individual and ask if he or she is willing to be a reference on your behalf. How you approach a potential reference is important. Don't tell them that you want them to be a reference for you; ask them whether they would feel comfortable about being placed in that position.
There are two reasons for asking permission of your references in advance. First, by asking, you may discern what kind of recommendation that person is likely to give. If the person assures you that he or she is happy to oblige you and seems enthusiastic about helping you, you probably can count on a strong reference from that person. Second, being a reference can require a great deal of time and some inconvenience. Asking in advance is a courtesy you should extend to the people you hope will recommend you.
Checking References
One good thing to do is to check your own references. You need to have a feel for what your references say about you so that you can address any issues brought up by the reference with your potential employer. Usually you can check your own references by asking directly of people who have called the reference what the reference had to say. Many times, the person will be willing to share the "meat" of the reference with you. Sometimes a personal friend who is also a potential employer may share the reference with you, or you may enlist the aid of a friendly search consultant to make inquiries. If you are fair and non-confrontational, the references themselves will often tell you what they intend to say when people call. However you manage to learn what your references will say about you, this information will prepare you to deal with any negatives during the interview.
Composing the Reference List
After you have received permission from your references, you can compose your reference list. The actual list should include five or six people from the hierarchy of references. Ideally, you might list all of your former supervisors, up to six. If you cannot use your current supervisor for any reason, try to find someone within your organization who fits into one of the other three categories to serve as one of your references. Prospective employers will use your reference list to learn about your work history, so limit your choices to people who can concretely comment on what you have done and how well you have done it.
For each individual, list the correct name, title, office address, and business phone number. In addition, note in what capacity you know the reference. This information clears up any confusion that would result if some of your references have changed jobs, making their connection with your employment history difficult to discern.
When we make reference checks at Tyler & Company on behalf of our clients, we find that typically references do not tell concerned parties everything. At times, we have to pull information out of them. As executive search consultants, we like to find very enthusiastic references who assure us of the candidate's caliber and the quality of his or her job performance. The more enthusiastic, the better. Some references "damn with faint praise."
Back Door References
You may be familiar with "back door" reference checks. A back door reference is one that you have not supplied to the prospective employer. In your job search, it is quite possible-indeed probable- that someone, at some point in the process, will conduct a back door reference check on you. A back door reference check can potentially be good or bad. On the one hand, the person whom the prospective employer contacts could speak highly of you, reinforcing whatever you have said. On the other hand, if you have not been candid, the back door reference could supply information that throws doubt upon your honesty and integrity.
Our company has a policy that we will not conduct back door reference checks on candidates if the possibility exists that it will jeopardize their current positions. If we have been unable to conduct reference checks with an appropriate set of references, then we always make the offer contingent upon receiving a final satisfactory reference from candidate's current supervisor.
Personal References
References from your pastor or personal references from your friends are neither necessary nor encouraged. One possible exception would be if you were pursuing a lead with an organization that has some religious affiliation; then the cleric's reference could strengthen your case. Generally, almost every piece of necessary and pertinent information can be obtained from the professional references furnished by you in your list of references.
Involving Your Current Employer
Before concluding this chapter, I want to discuss the most often asked question surrounding the issue of references: At what point do you tell your current boss that you are looking for a new position? Obviously, you would like to be able to involve your current boss in the job change process as long as your honesty does not hurt your present position. If you have alerted your supervisor that you are in the job search process, there is no lying or stretching the truth when you need to go away for an interview. Also, if you don't alert your boss, the possibility of your boss finding out that you are looking is still very high; it is easier to be upfront than to have the person learn of your plans from someone else.
Involving your supervisor in your job change process, however, carries certain risks. If the process lasts overly long, your supervisor may decide at some point that it is time for you to move along and impose a timetable on your job change. This situation can be extremely dangerous, especially in a down employment market. In some organizations, the announcement of a job search can be construed as a sign of disloyalty, and the individual is moved out of the organization almost immediately.
You must weigh your decision on involving your current employer in your job search based upon your knowledge of the organization and your relationship with your supervisor. In the ideal situation, your relationship with your supervisor will allow you to conduct your job search for the year or longer it might take in order for you to find an opportunity. Some candidates have found it helpful to remind a supervisor of his or her own career situation when having this conversation. Generally, if you are a talented and motivated employee, your supervisor will, however reluctantly, be cooperative in your job search.
