Many job seekers are caught off guard by reference requests, even as reference checking is on the rise. While the old practice of listing "References Available Upon Request" on resumes is obsolete, references themselves are still crucial. Historically, references were used in a discriminatory manner to favor certain social groups, but over time, big companies shifted toward merit-based hiring. However, as companies became leaner and hiring became more decentralized, reference checking regained importance, with many candidates failing to prepare adequately.
To stand out in a job search, candidates should have at least eight references—six professional and two personal (excluding family members). References should be selected based on their ability to provide both perspective and specific details about the candidate’s work. It’s not enough to list former bosses; references must be capable of articulating accomplishments, strengths, and work results. Younger candidates under 25 can get by with five references, but the emphasis remains on diversity and relevance to potential employers.
Managing references effectively requires communication and organization. Candidates should notify references when they are being contacted, provide relevant job descriptions, and request follow-ups to gain insight into the hiring process. Regular updates keep references engaged, and once the hiring decision is made, candidates should close the loop by informing and thanking their references, ideally with a small token of appreciation. Properly managed references can be the deciding factor in securing a job offer.
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