{"id":1824,"date":"2013-11-17T20:24:35","date_gmt":"2013-11-18T04:24:35","guid":{"rendered":"http:\/\/careersingovernment.com\/tools\/?p=1824"},"modified":"2013-11-17T20:24:36","modified_gmt":"2013-11-18T04:24:36","slug":"start-great-career-right-references","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/start-great-career-right-references\/","title":{"rendered":"Start a Great Career With the Right References"},"content":{"rendered":"

\"Get<\/a>So you\u2019ve gone through the application process, mastered the interview, and now the company is interested in you. But before you can embark on stepping up to take your new boss\u2019 job (I kid,\u2026.sort of<\/i><\/b>) you need to come up with some references so that the company can do it\u2019s due diligence to see if 3rd parties will concur what they think they already know about you.<\/p>\n

So here\u2019s where you come in. Who do you select to be a reference for you? The simple answer here is that you should use former supervisors or other people who managed you, in order to be able to best demonstrate certain things. Your former bosses can typically be a future employer\u2019s best source for how well you performed your job, how easy you were to work with or collaborate with, and what kind of potential you may have with the work you do, or what you could expand into in the future. They say that past behaviors are the best indicator of future behavior \u2013 take that for what you\u2019d like, but this is how most employers see it.
\n
\nSimple, right? Not so fast.<\/i><\/b><\/p>\n

You really need to carefully select and vet the references that you give to a prospective employer. You should really be doing this prior to embarking on any interview process. Assumptions on who will give you a positive reference are a dangerous track to take. It\u2019s recommended that you have conversations with each of the people that you want to supply as references, prior to doing so, so that you are able to gage who would benefit you most. Be sure to let them know that you would like to potentially use them as a reference, and if they would be amenable to providing a positive reference for you. This is a great time to take stock of where your areas for improvement are, and getting that information from these trusted reference sources. This allows you to get a picture of what they may say during the reference process, which also allows you to utilize that information in your interviews with the prospective employer.\u00a0Especially\u00a0<\/i>if the topic is about an area of development for you. It gives some credence to your statements if the employer can see that you have a good handle on your areas of weakness, especially if it is backed up by a reference. This isn\u2019t always a bad thing. Employers want to know that potential employees have a good handle on their strengths and weaknesses alike.<\/p>\n

Be sure to keep up with your references often as well. Don\u2019t be the person who drops a line every few years, to ask for a reference for a job that you had 10 years ago. I have a former boss that I worked for almost 11 years ago, who still is one of my chief references. Sure, it\u2019s been many moons since I worked directly for him, but we talk every few weeks, and still collaborate on networking events. So, he has not only seen me grow professionally as a recruiter, but also as a networker, and someone who\u2019s grown in the industry. He can speak to my career development, even if it was not all on his watch. It\u2019s a mindset of keeping important professional contacts very close to you.<\/p>\n

Lastly, give ALOT of thought to the person you use as a reference. Unless the company\u00a0specifically\u00a0<\/i>asks for personal references (more likely in state or federal jobs), always err on the side of professional references, and particularly supervisors. Giving the name of your family member who you work with on the side, your co-worker, (unless extremely relevant), your co-coach of the local CYA Basketball team, etc. just isn\u2019t going to help the employer that much. They want to know about you\u00a0at work<\/i><\/b>, and how you perform there. Personal references are usually used more so to assess character.<\/p>\n

References should be one of those tools in your arsenal that are always prepared, ready and able to assist in putting you over the top with that job you really want. Like any other relationship you value, you have to cultivate and maintain it to get the optimal value.<\/p>\n

Trust me, ask my references.<\/p>\n","protected":false},"excerpt":{"rendered":"

So you\u2019ve gone through the application process, mastered the interview, and now the company is interested in you. 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Pete\u2019s passion stretches across several areas of talent acquisition, including recruitment and sourcing, social media, employment branding, recruitment operations and the training and mentoring of recruiters. Pete has worked for high-growth organizations such as comScore and LivingSocial. In addition to recruiting top talent both in the U.S. and abroad for these companies, Pete has developed successful recruitment frameworks, recruitment processes and procedures, and enhancements to the candidate experience to enhance employer brand. He has experience in recruitment systems selection and implementation, including vendor selection. Social Media has also been a significant part of Pete\u2019s experience as well. He has worked on developing social media and employment brand strategy, site selection, content planning and execution, and metrics. His relationship-driven models have resulted in better candidate engagement, brand visibility and reach, as well as increased candidate flow. Being part of the local recruiting community in DC has always been important to Pete. He has been on the board of directors for recruitDC since 2010, and has also been a speaker at several recruitDC events. Originally from New York, Pete is an avid New York sports fan and lives in Northern Virginia with his wife and 2 children. He has a Bachelor\u2019s Degree in Psychology from the State University of New York, and holds several AIRS Certifications.","sameAs":["http:\/\/www.recruitingin3D.wordpress.com","https:\/\/x.com\/PJradloff"],"url":"https:\/\/www.careersingovernment.com\/tools\/author\/peter\/"}]}},"_links":{"self":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/1824","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/users\/186"}],"replies":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/comments?post=1824"}],"version-history":[{"count":4,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/1824\/revisions"}],"predecessor-version":[{"id":1829,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/1824\/revisions\/1829"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media\/1826"}],"wp:attachment":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media?parent=1824"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/categories?post=1824"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/tags?post=1824"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}