The job application process often involves providing references, which can sometimes confuse job seekers when a hiring manager requests a “personal reference.” This term refers to an individual who can speak to an applicant’s character, integrity, and reliability, offering insights that extend beyond formal employment history. Understanding what a personal reference is and how to select and prepare one is an important step in navigating the hiring process successfully. The information provided by a personal reference can often be the deciding factor in a competitive job market, especially when multiple candidates possess similar professional qualifications.
Defining the Personal Reference
A personal reference is an individual who can attest to an applicant’s non-work qualities, often referred to as a character reference. This person is asked to vouch for qualities like trustworthiness, responsibility, and general conduct outside of a traditional employment setting. The reference provides an assessment focusing on personality, ethics, and behavior. This helps employers assess whether an applicant possesses the soft skills and disposition that align with a company’s culture and values.
The individual providing the reference should be someone who knows the applicant well and can cite specific examples to support their statements about character. They are not expected to comment on job-specific skills or competencies, but rather on how the applicant handles situations, interacts with others, and demonstrates maturity. The reference should not be an immediate family member, such as a parent, spouse, or sibling, to ensure objectivity and credibility.
How Personal References Differ from Professional References
The distinction between personal and professional references lies in the type of relationship and the scope of information they are intended to provide. Professional references are typically former supervisors, managers, or colleagues who can verify job history, work performance metrics, and adherence to professional responsibilities. They confirm the applicant’s skills, expertise, and ability to perform job-specific tasks within a formal work setting. The focus is on the supervisor-employee dynamic and the applicant’s work ethic in a paid role.
A personal reference, conversely, focuses on the applicant’s character traits, reliability, and interpersonal skills outside of a structured professional environment. These individuals speak to the applicant’s conduct and relational skills, offering a glimpse into their personality. Employers often request both types of references to gain a comprehensive view of the applicant, especially for entry-level positions where professional work history may be limited. This combination helps employers determine if the applicant is capable of the job duties and if they will be a positive cultural fit within the organization.
Who to Choose as a Personal Reference
Selecting the right person requires careful consideration of their relationship to the applicant and their ability to communicate effectively. The chosen reference must be someone who has known the applicant for a significant period, often several years, and can speak positively and specifically about their behavior and character. Suitable contacts often include former teachers or professors, mentors, coaches, volunteer coordinators, religious leaders, or long-term neighbors. These individuals have witnessed the applicant demonstrate responsibility and commitment outside of a professional setting.
The most effective personal references possess reliability and strong communication skills, ensuring they can articulate their observations clearly and confidently to a hiring manager. Conversely, applicants should avoid listing certain contacts. Immediate family members, such as parents or siblings, should not be used because their opinion is generally perceived as biased and lacks objectivity. People who only know the applicant casually or who would struggle to provide concrete examples of positive character traits should also be avoided. Current supervisors should be excluded unless they are aware of the job search, as an unexpected call could jeopardize the applicant’s current employment.
Steps for Preparing Your References
The applicant must take several logistical steps to prepare references after selecting appropriate individuals. The first step is to always ask for explicit permission before listing anyone, ensuring they are willing and able to speak positively on the applicant’s behalf. Once consent is secured, the applicant should provide the reference with relevant context for the job application, including the specific job title, the company name, and a summary of the role’s responsibilities.
The reference should also receive a copy of the applicant’s current resume and the job description so they can tailor their comments to the specific opportunity. Applicants should communicate what character traits the employer is likely seeking, such as problem-solving skills or dependability, so the reference can focus their examples accordingly. Finally, the applicant should inform the reference about the timeline for the hiring process and when to expect a call, including the name of the hiring manager or human resources representative who will be contacting them.
What Employers Look for in a Character Check
Employers use the personal reference process to assess soft skills and character qualities that are difficult to verify through a resume or interview alone. The goal is to gain insight into personal qualities like integrity, consistency, reliability, and emotional maturity. The conversation is designed to determine if the applicant is a trustworthy individual who can handle responsibility and interact well with others.
Hiring managers often ask questions that prompt the reference to provide behavioral examples rather than simple endorsements. Typical inquiries might include, “How does this person handle conflict or disappointment?” or “Would you trust this person with a sensitive task or piece of information?”. By asking the reference to compare the applicant’s honesty or judgment to that of other people they know, employers attempt to gauge the applicant’s overall conduct and suitability for the company culture. This information provides assurance regarding the applicant’s temperament and general disposition before an offer is extended.