How to Get the Best Possible Recommendation from a Job Reference

Selecting the right people to use as references when applying for a new job is an important part of the process, but making sure they’re willing to sell you as the best candidate is just as important. When asking someone to be a reference, first ask if they can be an enthusiastic reference. If you hear hesitation, don’t list that person. Second, prepare your references to focus on the right areas that will help you secure the job. You should know what information to provide to the hiring manager, including any information that you were unable to bring up or forgot to mention during your interview. Finally, do what you can to manage “backdoor” references: someone who has worked with you but is not on your referral list.

Companies usually provide your references when you’re a finalist for a role. But you might not be the only finalist, and the reference check could decide whether you get the job.

When a hiring manager calls a reference, they want a deeper dive into your strengths, areas for development, your work style, and whether you would fit into the culture and team you’re looking to join. Here are three steps to ensure you’re picking the right references and that they’re willing to talk about why you’re the perfect person for the job.

Step 1: Choose the right references

Whether you select your former manager who can describe your work in detail; Colleagues from other departments who can speak of your ability to work in a global matrix organization; or outside clients who can certify your ability to act in an unauthorized manner, the most important thing to consider when choosing your referee is who might be most excited about you as a candidate. Enthusiasm is just as important as what they say about you (if not more).

Procrastination can reduce your chances of completing the job. When asking someone to be a reference, ask if they can be an enthusiastic reference. If you hear hesitation, don’t list that person. When I was hiring for a position and had two outstanding candidates, I called two references for each. The references for one candidate were clearly more enthusiastic and drove me to hire that person.

Step 2: Prepare your references

This is your opportunity to prepare your references to focus on the right areas that will help you secure the job. At the very least, you should make sure your references know two things.

First, give them the job title and description. Second, they should know what information to convey to the hiring manager. Is there something you couldn’t bring up or forgot during your interview that would be helpful to you, such as that you’re comfortable working in an ambiguous environment, that you’re an adaptive learner, or that you’re good? in digging deep to understand a problem before offering solutions?

Be sure to provide examples of any information you want your reference to incorporate into its dialogue. If you’re not sure what to include, ask yourself the following questions:

1. What skills are critical to the position and which of your specific skills translate directly to the position you are applying for?
2. What qualities make you a good candidate for the job? Your ability to coordinate stakeholders or to think and implement strategically? That you stay calm even under hectic appointments?
3. What are the unique selling points that set you apart from other potential candidates? Do you bring a unique perspective from your specific background that no one else could have that would be beneficial to the company?
4. Are there areas of improvement that your reference should address? Make sure they have an opportunity to answer a question about your weaknesses or areas of development that you’ve worked hard to overcome. For example, if you had trouble handing off projects when the company was scaling, give your reference examples of how you’ve since overcome that area of ​​development and are now able to quickly adapt to change.

Finally, if you’ve been fired from a job for performance and have given the recruiter or hiring manager an “alternative perspective” to explain your departure, make sure your reference is aware. Hiring managers and recruiters are looking for something to think about. Don’t let your presenter fail to answer a question positively with conviction and enthusiasm.

Step 3: Manage Backdoor References

Many employers look for “backdoor” references, someone who has worked with you but is not on your reference list. These types of references may be more genuine in their characterization of you—or less genuine if they had a direct conflict with you. Unfortunately, this does happen, and if you left a company in an unprofessional manner and the hiring manager knows someone who works there, it could negate your candidacy. Even if you’ve grown or learned from the experience since that time, your past behavior may haunt you.

Check LinkedIn for reciprocal connections that may not provide positive backdoor reference. Maybe a former colleague is now in the new company where you want to work. When you find common connections that you know about and your work, decide if it’s worth contacting them to discuss their perception of you. Even if you don’t find connections, know that the world is small and people know people.

When a colleague of mine was in the final stages of interviewing for a new position, the hiring manager cautiously asked him if he was still active at his current company – they had heard conflicting information about whether he had left the company. It was clear the hiring manager knew he was on vacation, which he was taking to stay employed just before he was fired in a political upheaval. He replied that while he was on the payroll, he wasn’t working because he was on furlough due to some short-term medical issues, but planned to return shortly.

He could hear the skepticism and concern in the hiring manager’s voice and knew his candidacy was faltering. He offered to put the hiring manager through to someone who could confirm the holiday was no worse. The hiring manager called me and went into depth without asking exactly why he was on furlough. Without revealing my colleague’s personal situation or mentioning that he would be fired upon his return through no fault of his own, my enthusiasm and belief in his work, character and integrity were able to convince the hiring manager to take the final step and make an offer to make him the role. He’s in the C-suite now.

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The best way to ensure everyone you work with has something positive to say about you is to build strong working relationships. In any job, find your champions who know your worth. If you find that relationships are suffering because you may have offended someone or not shown your best side, consider repairing that relationship with a reflection session. Discuss your memory of your work at the time and explain what you learned or could have done better, even if you think the other person contributed to the argument. Showing confidence and growth can change the perspective of a future backdoor reference. Would you rather be right or be employed in your dream job? You can’t stop anyone from saying bad things about you, but you can grow from every experience and show your growth at the next opportunity.