A reference is a testimonial of someone’s suitability to fill a specific role in an organization. When we find ourselves in a position where we’re asked to provide a reference for a colleague who’s interviewing for a position, it’s important to provide an honest assessment, particularly if that person wasn’t a top performer when we worked with them.
Although we’d all like to believe we were top performers in every position we’ve held, there are a multitude of reasons – some that might have been outside our control, this might not have been the case. The same holds true for everyone in our network; therefore, sometimes it’s important to give them the same benefit of the doubt we’d like them to give us.
When asked to be a reference I’ve found I can serve all parties more effectively if I have the person asking for a reference send me an EMAIL. In that EMAIL I ask for a description of the position they’re applying for, why they want this particular position, why they want to work for this company, and why they believe they’re a good fit. Using that description, I prepare specific of examples of when I’ve observed this person doing this work successfully, being careful not to stretch the truth or fabricate any of the information.
Using what I’ve written and the information of why the individual thinks he’d be a good fit, I review this information with him so that he has a good understanding of what I’ll be sharing with his prospective employer. This gives us both the opportunity to ask clarifying questions and allows me to not only represent him accurately but provide a reference that’s relevant to the position.
When we’re asking a colleague to provide a reference we can follow the same process. We call the colleague and ask if he is willing to provide a reference for a specific position (or opportunity), why we want to work for this company, why we think we’re a good fit, and offer specific examples of when we’ve done similar work with him.
If our colleague is willing to be a reference, we let him know we’ll be sending him an EMAIL with the background information and, during the call, we schedule the quick follow-up. This insures we’re aligned on what the reference will contain.
It’s important to let our references know the outcome of our candidacy, regardless of whether or not we get the position. We certainly don’t want to put ourselves in the position where the next call we make to them is to ask for another reference, referral, or introduction.
Leah Ward-Lee is a management consultant and business writer based in Dallas, Texas and the author of $1,000 Start-Ups. Her next book, The Executive’s Toolbox, will be released in 2017.