YOUR QUESTIONS ANSWERED

LISA MORRIS DIRECTOR, HAYS

It is perfectly acceptable to provide an alternative referee. However, a hiring manager may assume that any colleague you nominate as a reference is also a friend and therefore unlikely to be unbiased in their account of the skills you demonstrated while working for the organisation. Consider other people who will be viewed as more objective, such as an external client or supplier, a former manager from a previous job or the manager of another department you work with.

JUSTIN HINORA EXECUTIVE CONSULTANT, HENDER CONSULTING

It is important to try and have a spread of superior, subordinate and a peer as referees. If you cannot provide your current manager, then a most recent previous manager is important. It’s important to be able to nominate relevant referees who can provide meaningful feedback about things such as your work performance, team fit, leadership style, ability to solve problems and manage conflict. The relevance of referee is always key.

ANDREW SULLIVAN MANAGING DIRECTOR, SULLIVAN CONSULTING

The key thing is that the person giving the reference needs to be able to vouch for your working style, track record and achievements. If a colleague can do that, there’s nothing wrong with putting them down as a reference instead of your manager. Just make sure you think about the degree of insight that your colleague can give. Have they seen you work? Have you worked together? Also consider their level of seniority.

ALEXANDRA ROSSER HEAD OF ORGANISATIONAL PSYCHOLOGY CONSULTING, STILLWELL MANAGEMENT CONSULTANTS

Employers and recruiters are most interested in referees who have been able to observe, monitor and give feedback about your performance. Generally, a manager is considered to be best positioned to have this information, however, a colleague or other person may suffice provided that they can give a relatively objective, balanced and illuminating account.