Recommendations: Less is Better
When composing a resume, an applicant applying for a decent job usually describes his experience, professional achievements, education, indicates the level of proficiency in a foreign language and computer programs. When it comes to recommendations, many have difficulty. Who can act as a referrer? Should you include the name and telephone number of your former boss in your resume?
Experts from our Research Center will help you find answers to these questions.
A few statistics
As you know, recommendations are optional. According to surveys by the Research Center, only 18% of employers always ask applicants for recommendations from previous jobs, another 55% are only interested in the recommendations of candidates for certain vacancies (managers, top managers, as well as domestic staff – nannies, housekeepers, etc.). 27% of recruiters never require recommendations. “It’s not always objective”; “Recommendations can be the settling of scores: you never know why a person quit”; “Sometimes nominees give recommendations, and letters of recommendation are written to fire a person without a scandal”; “The letters of recommendation are written by the applicants themselves, and the HR director only signs,” HR managers share their observations.
Nevertheless, according to recruiters, the availability of recommendations still speaks in favor of the applicant and can play a certain role in the situation of choice, all other things being equal. And indeed, why not provide the personnel officer with the contact information of the former manager, if you broke up amicably and he is ready to positively describe you? This can give you a competitive edge.
Leader or colleague?
Recommendations are oral and written. The attitude towards them among HR managers is different: someone prefers to dial the phone number and talk with the person who gave the recommendation (the majority of them are 59%), while others limit themselves to accepting the content of the recommendation letter on the company’s letterhead with a signature and the press (only 13% of them). So the applicant has a choice: you can ask for a letter of recommendation upon dismissal, or you can simply indicate in your resume that you are ready to provide recommendations upon request. Later, in an interview or personal correspondence, you will provide the name and title of the person who is ready to give the recommendation. Due to its simplicity, the second option is becoming more and more popular.
Who can recommend a specialist? Of course, the best option is your immediate supervisor: it was he who evaluated your achievements throughout the entire period of your work in the company. HR managers tend to trust the recommendations of the line manager the most.
However, the applicant may not always ask the former boss for a recommendation: the reason for dismissal may be a conflict, explicit or latent. In this case, you can ask for help from the deputy manager, colleagues, the HR manager, or even the CEO of the company, if, of course, he is aware of your achievements and is open to such requests.
You can also be recommended by the clients and partners of the company with whom you worked, and other authoritative people from the professional community. If you are applying for a job for the first time, one of your teachers or practice leaders, the supervisor of a diploma or course project can act as a recommendation.
If you are looking for a new job without leaving your old job, getting referrals becomes a very delicate problem. Asking a line manager or colleague to make a recommendation is to openly declare that you are leaving the company. Is it worth informing everyone in advance about a fact that has not yet happened? In such a situation, many specialists prefer to do without recommendations, explaining the circumstances to the recruiter. However, there is another way out: you can ask for the recommendation of colleagues or management from the previous place of work if your responsibilities were not too different from your current ones.
A little privacy will not hurt
It is impossible to indicate in the resume the names and phone numbers of those who recommend you, as this is contrary to the law on personal data. The phrase is enough: “I will provide recommendations upon request.” Later (at an interview or in personal correspondence) you will tell recruiters all the information they are interested in – the names and phone numbers of the referees.
How many recommendations do you need to provide? You should not chase quantity: this is exactly the case when it is better to prefer quality to quantity. Reviews from two or three people about you will be enough.
Of course, to avoid unforeseen situations, people whom you indicate in your resume as referrals should be warned about a possible call. As a rule, a recruiter who calls to check references asks questions about what position the candidate worked in the company, what responsibilities he performed, what are his main achievements during his work, what assignments he did the best, and why he quit.
Good recommendations, although they do not guarantee you a position in a stable and promising company, still shorten the path to getting a dream job.
We wish you only positive feedback on your work!
