Today we’ll look at how to select who should be your reference.
Selecting the right references is significant. When a hiring manager interviews a reference, they aren’t merely searching for information about your candidacy. They are also searching for subtle clues about how great a worker you really were.
It is against the law for a reference to speak poorly of you to the employer, but references that do not offer you a glowing recommendation will seem apathetic to your employment, possibly because they don’t think that highly of you.
When you select a reference, they must meet all of the following criteria:
- They must be energetic naturally, both in their speech and mannerisms.
- They must be energetic about assisting you to find employment.
- They must be prepared, and know that the job will be calling.
- They must be knowledgeable of your activities at your previous job.
- They must be in a role that gives them authority.
All of these must be true. That means that if your previous boss loves you and needs you to find a job, but also talks like Ben Stein, you might need to find someone else. Interviewers are going to listen to that person speak about you in monotone and assume they do not care about you or your hard work.
Also, make certain that they have something to say – particularly the tasks relevant to the role. A boss that merely knows one or two of the activities you did during your employment isn’t a good enough reference.
Evidence recommends that hiring managers do call references, and that several applicants are turned away for either “lying” on their resume or for having a reference that does not speak about them in a glowing fashion. Still this can conveniently be because the reference simply was not good enough at informing the hiring manager about your hard work or activities. Make definite the reference you select won’t have these issues.
- Select energetic, informed references.