The Role of References in Job Applications

A recruiter called me for a reference last week. It caught me completely off guard... It was for a former co-worker I hadn't heard from in years. This was awkward because I couldn't answer questions like: ❓Why do you think she'd be good in this role? (No idea, I didn't know what the role was.) ❓How would you describe her as a people leader? (Hmm...She wasn't one when we worked together.) ❓How is she at handling the unexpected? (I assume better than she was when she was 25?) Etc., etc. Look, of course I did my best, but I was not set up for success. I've been on the other side as well and gotten some references I am SURE the candidate would like to take back. Your references can make or break you as a candidate and if you are not preparing them, it's a huge miss. Here's how smart candidates make sure their references shine: 1️⃣ Ask in advance, even if they've said "yes" before ⤷ Ask explicitly "Do you (still) feel comfortable being a reference?" ⤷ If so, get current and prefered contact details Why? You don't want them to feel taken for granted and you want to make sure the employer can reach them 2️⃣ Get them up to speed ⤷ Share details of your recent experience ⤷ Discuss how you have grown Why? It gets them bought into your next move 3️⃣ Tell them what roles you're targeting ⤷ Highlight any new skills ⤷ Explain why you want to make a move Why? They can be your advocates and make suggestions 4️⃣ Share your target companies ⤷ They may have helpful connections ⤷ They may have insights to share Why? Insights can make you a stronger candidates 5️⃣ Keep them posted and stay in touch ⤷ Give them a heads-up when they may be contacted ⤷ Check in regularly and share updates Why? You'll know if they've gotten a call and how things are progressing 6️⃣ Give them the highlights ⤷ Let them know exactly what you want them to focus on ⤷ Share details about the job demands, and why you're qualified Why? It allows them to focus on what’s important in the role and share specific insights from your work together 7️⃣ Share your concerns ⤷ If you have skills gaps, be specific about how you're addressing them ⤷ Talk about any weaknesses and how they can frame them Why? They can put you in the best light possible and help the employer see you in the role. 🚨MOST IMPORTANT🚨 The request for a reference should NEVER be a surprise. Not only is this taking advantage, it seriously impacts the quality of the reference even when someone has good intentions. I'm curious, how do you handle references? Let me know in the comments! 🎉You've got this and I've got you!🎉 ♻️ Share this to help others with references 🔔 Follow Sarah Baker Andrus for career insights 🗨️ Need a change? DM me to chat!

A few days ago, I was coaching someone through their final offer stage. We were feeling good — everything looked lined up. Then we hit the reference check. Most people think, “I’ll just send the recruiter or hiring manager a list of names, and that’s enough.” But here’s the truth: references can make or break an offer. ✅ Did you give your references a heads-up? ✅ Do they know what the role is and why you’re excited about it? ✅ Have you coached them on the types of questions they’ll be asked — like your strengths, areas of growth, or why you left a past role? Your references are your advocates. If they’re caught off guard, their answers may not tell the story you want conveyed. The candidate I was working with took the time to prep their references — and when the calls came, the feedback was strong, consistent, and aligned with the narrative they’d shared in interviews. The lesson? Don’t just hand over names. Prepare your references like you’d prepare yourself.

This Controller aced every interview. But a 5-minute reference call revealed the truth. Here's why references can make or break a hire… References aren't just a box-ticking exercise - they're often the final piece of the puzzle. (I learned this lesson early in my recruiting career.) I was working with a prestigious financial firm who had their sights set on a “perfect” Controller. He’d sailed through six rounds of interviews, and the offer was practically drafted. But then came the reference check. All it took was a simple question to his ex-manager. "Would you rehire this person?" The silence down the line said everything. Technical ability is one thing, but work style, communication pattern, and ability to handle pressure are important, too. Yet issues in these areas rarely surface during structured interviews. That’s why I always approach references in two ways: 1️⃣ Early-stage reference discussions with candidates themselves. When I ask, "Can you get good references from your last employer?" their response (hesitation, excuses, body language) warns me about potential red flags. 2️⃣ Formal reference checks with previous employers. These aren't about verifying employment dates. They're about understanding the person behind the resume. I dig into their real strengths, working styles, and potential blind spots. The single most revealing question, "Would you rehire this person?" cuts through the niceties and gets straight to the truth. In a world where AI can polish resumes and candidates can rehearse interview answers, authentic human perspectives are irreplaceable. The best hires aren't just technically capable - they're the complete package. And sometimes, only a reference can tell you if you've found one.

Most candidates think references are a formality. Spoiler alert: They’re not. They’re a final interview you’re not invited to. Here’s how to prep your references the right way, so they help you close the offer: 1️⃣ Choose wisely. Don’t just pick someone with a big title. Pick someone who worked closely with you and can speak to specific wins. 2️⃣ Brief them. Tell them the role you’re targeting. Share the top 3 strengths you want them to emphasize. Remind them of key projects you led together. 3️⃣ Don’t assume they’ll remember. Send a short summary of what you’ve been doing, what you’re aiming for, and why you’re excited about this role. Make it easy for them to talk about you at your best. 4️⃣ Time it right. Let them know when you’re expecting reference checks so they’re not caught off-guard. 5️⃣ Follow up. Thank them. Let them know how it went. And stay in touch. Great references don’t happen by accident. They’re part of your closing strategy. And they can be the difference between a verbal offer and a written one. ------------------------------------------------------------------- ♻️ Help me share this so we can help other people land new roles.

Line up references now. Job seekers - waiting until you have an offer is RISKY & may lead to questions why this exercise is “difficult” for you! Here's what I recommend: ▷ Identify potential references early in your search. Prioritize your best former managers whom you trust & impacted, followed by other department or cross-functional leaders, & peers or direct reports (for management roles) Ideal references communicate well & have excellent company track records themselves (enhances their credibility). It's also helpful if they've seen you work for at least 2 years so they can speak to results over time and your development. ▷ Ask graciously if they are willing to be a reference AND how they prefer to be contacted.  Don't assume anything. Alert them you'll ALSO share more specifics IF / WHEN reference support needed. ▷ Create a reference document with ALL of your approved references. Name, title, company, phone, email, LinkedIn, & preferred method of contract. I'd prepare five and at least two former managers IF POSSIBLE. ▷ Once a company asks for references, be sure you understand where this fits into their process. The best companies do not ask until final stage - before or after verbal. If a company asks you to contact references EARLIER in hiring, get for clarity how they plan to use and when. Decide IF you want to proceed! Your best references are busy professionals, & you want to be judicious in asking for their time! ▷ Make sure you understand requirements for those references. In some cases, a company may ask for 2 former managers versus one, etc. If you cannot meet the requirements, raise your hand early and explain. But avoid getting dinged for "not following directions." ▷ Once reference check step underway, let your references know to expect to be contacted! Share with them the name of the company, the role you're interviewing for (and JD), & any other background that will help them highlight areas most germane to the opportunity. This is not "rigging" things in your favor; it's being buttoned up & professional FOR you references! ▷ If you decide to pass on an opportunity post-reference check - or the company decides not to move forward - make sure you references know that you are still on the market. If this happens on more than a couple of occasions, I'd take the time to RECONFIRM they are still open to remaining a reference on your behalf. Be professional and gracious always. What am I missing here? #jobseekers #references

As a recruiter, I get such joy at the point of the process where we’re about to extend an offer. There’s nothing quite like that buzz of excitement when getting ready to “close the loop” on a potential match, and going through the final stages of checking references. As a candidate, how can you make that part of the process smooth sailing for all? Here are a few best practices: - Ask for permission first! This one may seem obvious, but it isn’t always. - Prep your references in advance – Share your current resume, the job description, and note any skills you’d like them to highlight. - Include a mix of professional references – Ideally a combo of former managers, colleagues, and direct reports if that is within your experience. - Keep your reference informed of the outcome, and express gratitude –  Regardless of the outcome, thank them! Chances are good if they’re willing to provide a reference, they are invested in your success and rooting for you. Follow these tips and you'll breeze through the reference check and be signing that offer in no time!

Your references can make or break your job offer — here’s how to get it right. Most sales reps put all their energy into the interview. They prep like crazy, sell themselves hard, and walk away thinking, “Nailed it.” But here’s what often gets overlooked: your references matter… a lot. I’ve been on both sides of the table, and I can tell you this: the story your references tell can be the difference between landing the offer… or losing it to someone else. So how do you choose the right ones? Be strategic. Here’s who I look for (bonus points for all three!): ✅ Your direct manager Ideally, someone experienced who’s led large teams. If they’ve managed 30+ reps, I want to know where you ranked. Top performer? Made a measurable impact? Moved the business forward? That’s what counts. ✅ A peer who worked closely with you I want to hear how you showed up for your team. Were you a rising tide that lifted others? Did your coworkers lean on you when it mattered? Collaboration matters more than ever, especially in high-velocity teams. ✅ A skip-level leader If a director or VP who wasn’t your direct manager is willing to go to bat for you? That speaks volumes. It means your impact was felt beyond your immediate circle, and that you were seen. It’s not just about what they say. It’s about who they are and how well they knew your work. Choose people who can speak to your results, your growth, and your grit — not just your vibes. So if you’re job hunting right now, take a beat. Look at your reference list. 👉 Who can really speak to your impact? 👉 What story are they going to tell? And for the hiring managers out there: what’s your # 1 piece of advice when it comes to references? Would love to hear what you look for👇

Let your references know you're listing them. Seems simple, right? But you’d be surprised how often it’s missed. Recently- I called a reference and… they had no clue what I was talking about. Totally caught off guard. I had to be the one to tell them their former coworker was job hunting. They still had good things to say—but imagine how much more impactful it could’ve been if they were prepped and ready to highlight that person’s strengths. So before you hit “submit” on that application, shoot your references a quick note. Let them know what role you’re going for, remind them of the work you did together, and thank them for having your back. A little heads-up goes a long way in helping them give you the kind of recommendation that actually moves the needle.

It is best to not put references on your resume. It does not make your resume more appealing to Recruiters or hiring managers. I have never heard of someone saying, "I was on the fence about their qualifications, but they had five references listed so I called them." Your references should not be contacted until you give approval. You are giving free confidential information to a Recruiter who may be attempting to grow their client base. That well-intended contact information is a sales lead. Although some companies perform reference checks, reference checks as a standard practice stopped long ago. When interviewing, you can always speak well of your performance at a previous position, and say something along the lines of, "I am proud of my work there. I left a great impression on management, and my direct report is a reference of mine I can make available." Simply putting "References available upon request" is sufficient. Your references are a valuable business network, handle it with care. #mollitiam

During the hiring process, there’s a major missed opportunity in the way we use references. When you ask questions like: “what was your experience working with (candidate)?” “what would you say are (candidate’s) biggest strengths and weaknesses?” You get answers like this: “Great, (candidate) is a hard working, team player with a good attitude. I enjoyed my time with them. Can’t really think of any weaknesses because they were always a bundle of joy and pleasure to be around. You’re really getting a heck of an employee. They’re going to be great!” What is the point of this? Do you just want to confirm they know at least one person who is willing to join a 5 minute call to recite scripted answers? If you really want to get value out of these references checks, ask question like this: “what did you find was the best way to support them?” “what type of leadership do they respond best with?” “how do they like to be challenged?” “what type of responsibilities do they excel at?” Remember, if a candidate has made it to this point, you have already decided to hire them. Instead of confirming your decision, use this opportunity to learn how to make their onboarding experience has powerful as possible.