Give Your References a Heads-Up When Applying for Work

 While cold calling may be a successful path to getting hired for a new career, it’s not a good idea for your references to get a cold call from a human resources person checking out your background. It’s an important part of the job-hunting process to have your references ready and be prepared to give references.

Arne Fertig, writing at U.S. News and World Report, says, “While most of the time references won’t be contacted until late in the hiring process, you never know for certain when you will be asked to supply them. You run the risk of appearing unprepared if you are unable, without delay, to provide the names of at least one supervisor and other peers who can speak to your specific accomplishments, skills, work ethic and character.”

Fertig, who specializes in helping mid-career job hunters, adds, “At the same time, you need to keep the people who will be your advocates up to date with you, your activities, aspirations and above all else the names of any people or companies likely to contact them.

“It’s always a good idea to give your references some sense of the challenges you face in terms of landing any specific job, the nature of the work you would be doing, or why you feel the position represents a good fit for you. When your reference knows this, he or she can do much in the space of a few minutes to make the points that need to be made on your behalf to convince the employer that you have the value that they seek.”

Fertig also offers good advice to prepare your references on the questions a human resources person might ask. While you don’t want them necessarily reading from scripted answers, discussing these questions with them ahead of time could work in your favor.

Expect questions along these lines during what Fertig describes as “a nuanced conversation” from an experienced hiring manager:

• How would you grade this person’s ability to anticipate the needs of the (company/team/manager) before they arise?
• What kinds of things did he or she best communicate, and how?
• How did he or she contribute most to your company’s bottom line?
• What kind of organizational structure and management would best make this employee shine?
• If this employee were to stay on at your company, what would he or she need to do to earn a promotion?
• How well does this candidate take constructive criticism? How does he or she react when his or her ideas or ways of doing things aren’t accepted?
• Does this person like to share credit for his or her accomplishments? Can you give examples? Is he or she better working alone or as part of a group?

Of course, it’s also important to make sure you get the right references for your job hunt. Personal references can be good but you really want to focus on professional references. Allison Doyle, writing at About.com’s job searching site, suggests, “Supervisors and colleagues (if company policy permits) may be able to provide a reference for you. Business contacts, customers, clients, vendors, and other individuals you have a professional relationship with can be used as references.”

Doyle also advises prepping your references to respond promptly because a delayed answer can be almost as bad as a negative reference. She says, “It’s also important to select references who will respond in a timely manner to inquiries from prospective employers. When an employer is serious about possibly hiring you, you will want to have references whom will get back to them right away.”