Picking the right referee will go a long way to helping you secure that job!
Number one rule ……. don’t nominate your partner, friend, family member or neighbour!! Don’t laugh – people actually do this.
Be professional and nominate your line manager – that is who I would want to talk to in the first instance. If you don’t get on with them or are worried that they may not give you a good reference you still need to nominate them. I will talk a little later about how to manage this situation.
Preparing your referee.
Make sure you have a conversation with your referee of your intent to apply for a new role and that you would like them to give you a reference about your work. Where you can, provide them with a copy of the your application and also the job description. Give them as much notice as you can. If they are very busy provide them with a one page summary of the information. Check and double check that their contact details are correct. There is nothing more frustrating than the back and forth during referee checks because the details are not correct.
Something to think about when applying for a job. This is how I go about assessing an application – triangulating the information to determine who is the best person for the role. The information you provide in your application and at interview along with your referee should all align. If the job opportunity is important it may be worth getting a work companion to review it for you with fresh eyes.
Finding the best person for the job.
- Review the information provided as part of the application process, including a CV
- Test at interview the claims made in the CV and against the criteria. “I see that you have led xxx project – I am interested to hear more about xxx)
- Referee checks are critical to the process and should be considered more important that the interview. Referees should be used to validate what has been written in an application and also what was discussed at interview.
All three activities should align in terms of the information you gather to determine a person as the most suitable for a role.
When you don’t expect a good reference from your line manager …
Firstly ask yourself – what should you expect to be reported about your work performance? If you don’t deserve a good reference then don’t expect one. Get a coach and get your performance back on track.
While you may not get on with your line manager, they should be professional enough to provide an objective perspective on your work and performance. Set them up for success by being open and honest about your desire to leave and provide them with the information they need to support an objective review.
Any job application process should give you a “right of reply” should an adverse reference be provided. I would always check with another referee and then go back to the applicant to provide more information. There are always many sides to a story!
My referees
In more recent times as I apply for more senior roles, I like to discuss with the panel who they would like to talk to and for what purpose. An example was when my line manager was the Chief Executive, however I felt that they were not across all the things I was leading across the organisation. I ‘offered’ the Chief Operating Officer as the best person that could speak to my performance, outcomes delivered, relationships and leadership skills. This is who the panel contacted and I got the job!
Well that’s about it from me. Look out for the other blogs in this series and good luck with your next application.
Toodles
