Even if you’re deep into the job search, it’s still not too late to put
together your recommendations. You may have to make up some
ground, but keep the effort moving forward. If you’re poking around to
see what’s available on the job front and you’re not on a full-blown job
search, or you’re simply looking for a promotion that needs character
validation, now is the time to figure out who will recommend you. You
don’t want to be in the middle of filling out an application and get to the
section about recommendations or referrals and be stopped cold because
you don’t know who you plan on selecting. I had several people in mind,
but in some cases, it had been awhile since we last interacted. If you don’t
know the answer to the question, “Do I know who will endorse me?”
then it’s time to start writing out the list immediately.
After you finish the list of names, send a note or call the potential
group of at least three to five people and ensure that they know they may
be contacted. This may seem obvious, but I found that I didn’t have complete
contact information for a couple of people I wanted to use. I might
have had an email address or phone number only. On some applications,
name, address, email, and multiple phone numbers were requested. Be
prepared. If you’re building an online profile with a company that’s general
in nature, it may be okay to stop the process here.
As you start to narrow down the positions you are seeking and get to
a point where a recommendation may actually be used, help the person
providing the recommendation by giving them specifics about the job
and the individual or types of skills the company may be looking for.
A targeted approach with the person doing your recommendation can
potentially help the employer gather more meaningful information about
you.
Finally, the personal and professional relationship you have with
someone isn’t the only criteria you should pay attention to when making
a selection. Do you have connections that are brutally honest in all of
their assessments? While that can be a great quality, you don’t want all
your strengths and weaknesses laid out on the table for your prospective
employer. The person you select for a recommendation is an important
part of the job search process; that person shouldn’t spend the majority of
the time talking about your less desirable qualities. A balanced approach
is good, but you need to know ahead of time what’s coming. Coach that
person, if needed. I once went through a 360 feedback process where
I included direct reports, managers, peers, and business partners in my
feedback process. I was able to select them myself, so I picked the people
I was closest to, thinking they would only sing my praises. In actuality, I
had picked the people who knew me the best and were looking out for
my best interests by providing critical feedback. Although this is not a
direct correlation, understand that the people closest to you do care the
most about you, but also know you the best. Additionally, it’s important
to be cautious about seeking recommendations from people who can only
provide personal character responses. You want a balance of character information
with business accomplishments.
Thomas B. Dowd III’s books available in softcover, eBook, and audiobook (From Fear to Success only):
- Now What? The Ultimate Graduation Gift for Professional Success
- Time Management Manifesto: Expert Strategies to Create an Effective Work/Life Balance
- Displacement Day: When My Job was Looking for a Job…A Reference Guide to Finding Work
- The Transformation of a Doubting Thomas: Growing from a Cynic to a Professional in the Corporate World
- From Fear to Success: A Practical Public-speaking Guide received the Gold Medal at the 2013 Axiom Business Book Awards in Business Reference
- The Unofficial Guide to Fatherhood
See “Products” for details on www.transformationtom.com. Book , eBook, and audiobook (From Fear to Success only) purchase options are also available on Amazon- Please click the link to be re-directed: Amazon.com