References
At some point in the interview process, most employers will ask you for references. A reference check is a good sign, as it reflects the employer’s serious interest in your candidacy. It is extremely important to select references who will enthusiastically advocate on your behalf. Because reference issues can be tricky, it is critical that you speak with your counselor as early as possible to develop a strategy for handling your references. Waiting until an employer asks for references before you deal with it might adversely impact the forward momentum of the recruiting process.
Tips for Choosing Your References
Speak with your firm as soon as possible about references. Find out what the firm plans to say about the details of your separation. (Many firms have a policy to verify only name, title and dates of employment.) Sometimes you can use two references from the firm: (1) an “official” reference from Human Resources (name/title/dates of employment only) and (2) a personal reference – with details about your work and personality – from a partner or other supervising attorney who knows you well. If you have a separation agreement with your firm, these may be spelled out in writing.
If you are still employed at your firm, remember that current firm references are typically not given until there is an offer on the table. Providing names from your current firm may raise questions about the circumstances surrounding your departure. If an employer asks for a reference prior to the offer stage, it’s best to use someone who is not associated with your firm. Talk with your counselor if you’re being asked to provide a current reference.
Before you list anyone as a reference, ask that person if he or she is comfortable giving you a strong, positive reference. If not, move on.
Use references that fit the position. References should be able to speak to your skills, experiences and qualities that relate directly to the position. Therefore, you may need to identify different references for different positions.
If possible, ask at least one supervising partner from your firm with whom you have a good relationship. Ideally, you can ask multiple partners or senior attorneys at your current firm. Other options include asking attorneys from your prior firm(s), as well as former colleagues who’ve left your current firm.
You should feel free to ask the potential employer to wait to contact references at your current firm until an offer is pending. Alternatively, as mentioned above, you can offer references from those employed elsewhere.
Look outside your workplace for references. Consider asking past employers, your clients (including pro bono clients), judges for whom you’ve clerked and your former law professors (if you are a relatively recent graduate). If you are active on a board or committee, a reference from the president or committee head is also worthwhile.
Brief your references. After you have confirmed that the person will give you a strong, positive reference, your job is to help that person make the reference as effective as possible. Discuss your job search, your career goals and the specific skills and experiences that are most critical to the potential employer(s). If you know that an employer will be checking references, give your references a “heads-up.” If appropriate, you can also give some detail about your target job and the skills that the employer will want validated, so your reference can think of examples of your work that highlight those skills.
Preparing a Reference Sheet
Include a header with your name and contact information (as you did for your resume) and the title “References.”
List each reference’s name, title, current organization and current contact information (including email address). If it is not obvious, explain the reference’s relationship to you.
List your current supervisors first, starting with the most senior.