Physiatry Practice Management Resources

Those four little words, usually printed on the bottom of a resume, have cost job seekers many opportunities.

Offering references in itself poses no danger. The risk arises when a hiring manager calls them. A former supervisor may not be with the company anymore. Your last boss may sound hesitant when asked to talk about your experience. A former co-worker may not even remember who you are. These replies are more common than you might think, and they can kill a job offer.

"References hurt job seekers more than they know," says Carolyn Sink, human-resources director of a large law firm headquartered in Winston-Salem, N.C. She's checked hundreds of references and is surprised at the number of job seekers who fail to use them as a job-search tool.

References are one part of your job search over which you have complete control. The following steps may help you develop an enthusiastic panel of supporters.

Assume your references will be checked. "It's a misconception that employers aren't going to call references. That's taking a substantial risk," says Ms. Sink. Most companies check references during the hiring process.

Ask permission before listing a reference. "Too many job seekers don't even make references aware that they're being listed," says Werner Weitzel, director of client services in the Portland, Ore., office of Bernard Haldane Associates, a New York-based career counseling firm.

In addition to being standard courtesy, asking permission eliminates many of the problems references cause job seekers. Your contact usually will tell you if he or she doesn't want to serve as a reference. You also eliminate references who don't remember you.

Seeking permission is critical in today's lawsuit-fearing workplace. Many companies prohibit employees from providing any information other than job titles and dates of employment. While this may be standard company policy, it can raise a red flag with potential employers. By asking permission, you'll know which references are able and willing to vouch for you.

Make sure your references are comfortable speaking on your behalf. "It's not just what they say, but how they say it," Ms. Sink says. "I know instantly if someone isn't pleased to be giving the reference."

If you sense a reference may be hesitant, offer a polite out. Ms. Sink suggests asking if the person would prefer providing a letter of reference. While you may never need or use the letter, at least you'll know a hesitant reference isn't on your list.

Verify your information. Make sure the phone numbers, job titles, company names and addresses for your advocates are correct.

Ms. Sink says her worst reference-checking experience began when a candidate turned in a long list of references. "I called everyone on the list and didn't talk to anyone," she says. "People had left the companies or phone numbers had changed. It was very frustrating."

After you've verified the information, present it in a professional manner. Your list should be typed on letterhead-quality paper that matches your resume. Always have the list ready to present at an interview or when applying for a job.

Coach your references. Mr. Weitzel suggests spending 10 to 15 minutes talking to each person you ask to serve as a reference. Discuss your job goals, outline the qualities and skills you're emphasizing in your job search and give each a copy of your resume. Some employers may ask your references for names of others to contact, so consider suggesting a mutual contact.

"If you hand me a list of references, chances are that you're going to list only people who will say good things," Mr. Weitzel says. "Employers often will ask, ‘Do you know someone else I can talk to?' " Follow these same steps when coaching back-up references.

Keep your references informed. They should be at the center of your network. Update them regularly on how your search is progressing.

"Call and let them know when you've had a great interview with a company," says J. Damian Birkel, who lost his job in corporate downsizings twice in 10 years. His unemployment experience led him to form Professionals in Transition, a support group, and write "Career Bounce-Back!" (1997, AMACOM). He's now working as a product marketing manager for the Chicago-based Sara Lee Corp. in Winston-Salem, N.C.

Mr. Birkel recommends telling references about the requirements of each job and refreshing their memories of your qualifications and instances when you demonstrated the skills the employer desires.

Remember that references are active in the corporate work force and can provide job leads and encouragement during your search.

Choose references based on job requirements. A resume designed to promote your marketing skills isn't likely to land you a human-resources position. You'd have to write a second resume, offering a different slant on your skills and experience.

The same is true for references. Someone who can vouch for your technical savvy may not to be the best person to speak about your management skills.

List every potential reference, including two or three from each job you've held. Under each name, jot down the job skills and work characteristics each one knows best. Then rotate your references, choosing them based on the skills you want to spotlight for a particular position.

If you're conducting a very active job search, rotate your references as a courtesy. It will save two or three people from being contacted by every employer who checks your references.

Choose your references based on what they can say about you, not name recognition. Many job seekers are tempted to name drop, using the president of the company instead of a direct supervisor, or listing a golf buddy who's a well-known business leader. Rely on these contacts for job leads and introductions, but list only references who are well acquainted with your work and feel comfortable talking about you.

"Anyone who doesn't directly know about your job performance and your reputation isn't the right one," Ms. Sink says. The core of your reference list, she says, should be former supervisors. If your new job will be a supervisory position, include a former subordinate.

Consider a reference check a good sign. "An employer only will call references if the candidate is viable," Mr. Weitzel says. It's often one of the last steps before a job offer is extended.

-- Ms. Williams is a free-lance writer in Morristown, Tenn.