Your ultimate reference list: Who should make the cut?

Strong references are important for any job search, and in global development, those voices remain an important way to assess skills a recruiter can’t surmise from a CV. In a Devex webinar on humanitarian aid work, Jessica Alexander, author of “Chasing Chaos: My Decade In and Out of Humanitarian Aid,” spoke about the importance of soft skills in succeeding as a humanitarian aid worker. A professional can possess all the technical qualifications and education a job requires, but if they don’t have skills like patience, flexibility, resourcefulness — and, as Alexander noted, a “healthy sense of humor” — they’re not likely to be effective on the ground. READ: Soft skills every development professional should possess So how do organizations evaluate candidates on these important yet hard-to-decipher skills? Some try to measure it though targeted interview questions or psychometric testing, but most rely on the age-old reference. References that can affirm your effectiveness on the job are critical in an industry where your reputation is everything. But I find that many job seekers overlook the importance of references as part of their search strategy. Here are some tips for making the most out of your references: 1. Look for the big three. When selecting references, look for the following three things: 1. Someone who will have very positive things to say 2. A person who has supervised you in a similar role 3. Someone who has worked with you very recently For various reasons, not everyone is able to identify multiple references that hit all three of these criteria, so go for the best balance possible. For example, if you didn’t have the best working relationship with your most recent supervisor, but you still keep in touch with a supervisor you admire from two jobs ago, select them instead. You can also find balance among the multiple references you share. If, for example, you include a supervisor from several positions ago but don’t feel you can share your most recent supervisor, include a colleague instead. Or, better yet, a member of senior leadership from your recent employer who you know will have nice things to say. Other references to consider including are contacts from the donor who funded your project or stakeholders you worked alongside. If you’re applying for a leadership position, the employer may want to hear from people who reported to you in addition to supervisors to get a better sense of your management style. 2. Beware red flag references. The following references (or lack thereof) can be red flags for recruiters and hiring managers, so keep these in mind when trying to find the right balance of who to include. 1. You do not have a single reference that is a previous supervisor 2. All of your references are from 5+ years ago 3. You include friends or acquaintances that have never worked with you 3. Stay involved on references for bids and proposals. Since many international development positions are recruited at the bid and proposal stage, your references are not only important to you landing the job, but also to the bidding organization in securing funding. In this case, the organization may want to work with you to identify who they think the proposal evaluators will find most impressive. Often employers will be looking for positive references within the donor agency and the specific mission in particular, and will reach out to the references to confirm they will say good things before submitting them in the proposal. Some organizations conduct what is often called “back door references,” where they may reach out to people you haven’t provided but whom they assume will know you or your work. Since (most) everyone picks references who will say positive things, this is their way of verifying your reputation. This is most commonly practiced for bids and proposals when your reputation can be the difference of an organization securing millions of dollars in funding or not. This can be concerning if your job hunt is confidential and you’re afraid word could get back to your employer. If this is the case, you can request the organization to notify you of any additional references they hope to obtain so you can work with them on balancing the need for information with your need for privacy. 4. Prepare your references. Providing references can take time and a lot of thought. Make sure you give a heads up to those you choose that they might expect a call, and help them help you by preparing them with the following: 1. The job description for the position 2. A brief bullet point summary of your key attributes or skills they should highlight based on this position 3. Examples of previous projects you worked on together you think will help demonstrate this experience Even if you don’t land the job, always be sure to thank your references. Giving a reference takes time. It usually requires either filling out a lengthy form or scheduling a phone conversation during busy work hours. If you want to be sure they are there for you next time you need a reference, send them a nice note thanking them and offering to provide help should they ever need a return favor. 5. Be sure your references will have nice things to say. I remember checking references on a candidate we were close to hiring. The first two references, including a current and recent supervisor, were fantastic. But the third reference — from a colleague that worked around the same level as this candidate and at the same organization as the previous references — had some not-so-nice things to say. I was surprised to hear such a different account of the candidate, especially from a reference they provided, that didn’t add up with what others had said. Not sure what to believe, I went back to the previous references and the candidate directly to talk through some of the concerns this colleague shared. Through the course of our conversations, it became apparent that the colleague was not being truthful in her account and was in fact disgruntled because she had been passed over for a promotion in favor of my candidate. We hired the candidate — who turned out to be a star performer, by the way — but they were shocked to find out that someone they considered a friend would say such negative things. This isn’t the only time I’ve received a poor reference from someone (though it is the first time I hired them anyway) and usually the candidates are quite surprised that their reference was anything but glowing. So when choosing a reference, talk to them first. Ask them what they would say and how they would answer common questions. And if you do unknowingly pick someone who is out to sabotage you, know that the truth will prevail. Looking to make a career move? Visit our career center for expert advice on how to navigate your job search - all you need is a Devex Career Account to get started.