Job references are a standard component of the hiring process, serving as a verification tool for employers. They provide an outside perspective on a candidate’s skills, work ethic, and past performance. For a hiring manager, speaking with a reference can confirm technical abilities and offer insight into how a person might fit within the company’s culture. This step occurs near the end of the hiring journey, often just before a job offer is extended.
The Standard Number of References
When an employer requests references, the expectation is for a list of three to five individuals. This range allows a hiring manager to gather a well-rounded view of your professional history. Providing at least three references demonstrates that you have maintained several positive professional relationships, while offering fewer may suggest a lack of experience.
Exceeding the standard number and providing more than five references is unnecessary unless an employer specifically asks for more. Hiring managers have limited time to contact an extensive list. The goal is to present a concise group of advocates who can speak effectively to your qualifications. Focus on the quality of the references over the quantity.
Who to Choose as a Reference
Your choices should include people who have direct knowledge of your work and can speak to your professional strengths. Effective references include:
- Former managers or supervisors who can attest to your job performance, responsibilities, and accomplishments.
- Senior colleagues or team leads you collaborated with closely, as they can offer a peer’s perspective on your teamwork and problem-solving skills.
- Satisfied customers or clients, who can provide a testimonial about your service, reliability, and the results you delivered.
- Professors or academic advisors, who can speak to your intellect and discipline, which is useful if you have limited professional work history.
Who to Avoid Asking
You should not list family members or personal friends as professional references, as their endorsement is seen as biased and can undermine your credibility. Including them suggests a lack of professional contacts.
It is also wise to avoid asking anyone who you suspect might not give a positive endorsement. If you have any doubt about how a person perceived your work or your professional relationship, it is better to choose someone else. A lukewarm or hesitant reference can be more damaging than no reference at all.
How to Prepare Your References
Once you have selected your references, it is professional courtesy to ask for their permission before sharing their contact information. This ensures they are willing and prepared to speak on your behalf.
To help them provide the most relevant endorsement, equip your references with an updated copy of your resume and the job description for the role you are seeking. This context allows them to tailor their comments to the specific skills and qualifications the employer is looking for. Highlighting a few accomplishments you’d like them to mention can also help guide the conversation. Give your references a heads-up when you anticipate they might be contacted by an employer.
Your list of references should be a separate document, not included on your resume. This document should only be provided to an employer when they specifically request it.
What to Do If You Lack References
Lacking traditional professional references is a common challenge for recent graduates, freelancers, or individuals re-entering the workforce. In these situations, it is important to think creatively to find credible alternatives who can speak to your skills and character.
For those with limited work history, consider asking a supervisor from a volunteer position or an internship. Leaders from community organizations where you have been actively involved can also serve as character references. These individuals can attest to your reliability, dedication, and ability to work with others.
If you are a freelancer or consultant, long-term clients can be excellent references. They have direct experience with the quality of your work, your communication skills, and your ability to meet deadlines. The goal is to find someone who can provide a credible, external perspective on your capabilities, even if they were not your direct manager.