Sales is a notoriously competitive field, and including references is one way to put a job application ahead. Sales recruiters, sales headhunters, and anyone involved in recruitment staffing may ask for references before moving the hiring process forward. It’s best to be prepared.
At Sales Recruiters Chicago, we know how difficult finding the proper references can be for sales job candidates. Our recruitment staffing service has over 20 years of experience working with candidates for some of the biggest firms in Chicago.
Why Do Recruiters and Headhunters Want References?
References are relatively standard practice in recruitment staffing. Hiring managers, sales recruiters, and sales headhunters all use references to verify what candidates say. References are essential when it comes to verifying specific skills.
In sales, skill verification is crucial. Companies do not want the staff they get to require from the beginning training unless it’s an entry-level position. References for many companies are reasonable due diligence.
Sales recruiters also use the reference conversation to confirm sales job candidates will fit in with their company culturally. No one wants to hire someone disruptive to the office. If a company does, then they can’t recoup training costs and other investments.
A reference check also lets sales recruiters and sales headhunters learn more about the candidate beyond the resume. Invariably, reference conversations lead to anecdotes and information nuggets that cannot be expressed on a resume.
Reference checks are typically conducted after interviews, which usually means whoever is hiring for sales jobs has a good idea about their top candidates. Hearing what references have to say, positive or negative, can help people decide.
Who to Ask for References
Many candidates worry about their references and how their choices affect their sales jobs options. At Sales Recruiters Chicago, we encourage candidates to have a candid discussion with anyone who may be listed as a reference.
How Many References are Necessary?
For sales recruiters, sales hunters, and general recruitment, three tends to be the requirement. Some companies will want more in order to get a well-rounded image of the candidate. However, fewer references are rare in recruitment staffing.
Candidates need to remember that references and background checking are distinct stages in the process. Both may happen after an interview, but the same person rarely conducts them. Plus, background checks tend to be more confirming dates and history.
Personal Vs. Professional References
Whenever possible, candidates should focus on professional references. These are individuals who have worked alongside or supervised the candidates. These referees are the most valuable for sales recruiters and sales headhunters.
Personal references, sometimes called character witnesses, are another option. Most sales recruiters and sales headhunters prefer not to have personal references on an application unless it’s specifically asked for.
Generally, professional references carry more weight than personal references in recruitment staffing. Companies are most concerned with hiring hard workers who learn quickly and fit in with the company culture.
Co-workers
Your co-workers are excellent professional references since they truly understand a candidate’s previous job responsibilities. They can also discuss how someone works in a team, which is what Sales Recruiters Chicago sees companies looking for every day.
Clients or Customers
Depending on the previous industry, job candidates may have built long-term relationships with their leads. Customers speak well to customer work ethic, how they treat customers and other client-facing job aspects.
Supervisor
Supervisors are good professional references for sales jobs. They can confirm previous job skills, how the candidate fit in the culture, and how they were managed. Some sales recruiters place the most weight on these references as the best indicator of how people will fit at the new company.
Other Options for Those Without Experience
Lacking specific sales experience does not mean that candidates do not have references. Instead, references focus on previous and transferable experiences. If the above professional references can speak to that, candidates should not hesitate to use them.
Professors are a good option for recent college graduates. Candidates should pick professors they had a close relationship with or whom they worked on projects with. That way, the professor can speak to their specific circumstances.
Volunteering is another option for candidates without other references. Volunteering tends to happen in teams and build many transferrable skills. That makes most fellow volunteers a good reference option.
When Should Candidates Provide References?
The short answer is when the recruitment staffing process asks. If that’s during the application process, then that’s the answer. This information is more commonly required after the interview or before the job offer for sales jobs.
If the initial application does not require references, candidates should plan to bring contact information to their interview. It may be one of the items those in charge of recruitment staffing request if they like the candidate.
There is no reason to put reference contact information on sales job resumes or in cover letters. Instead, these should focus on what candidates can bring to the position and company.
How to Ask for References
References are essential, and gathering them takes effort. As with many items, planning can help candidates stand out and excel throughout the recruitment staffing process. We at Sales Recruiters Chicago see candidates fail because they do not have references ready.
Individual Conversation
Asking someone to be a reference is an individual conversation, not an email blast. Candidates can request however they usually communicate with the referee, though in-person is typically preferable.
Part of this conversation should include what the person will talk about. Having a reference with nothing good to say is a fast way for candidates to be discarded by sales recruiters or sales headhunters.
Offer an Out
Some people will not want to be a reference. Often, it’s because they do not feel they will be a wholly positive one or that they are too busy to set time aside. Candidates should offer an easy out to the reference if they want to preserve the relationship.
Generally, asking if someone has time to be a reference is the easiest out to provide. That way, there’s no need for them to come up with an excuse that may or may not damage the relationship.
Collect Contact Information
Current contact information is essential for references. Candidates should ask their references for the best channels for companies to contact them so that a reference request does not slip through the cracks.
Some candidates may want to have the reference fill out a piece of paper or send an email. This method is the best way to ensure there are no spelling issues in email addresses or missing digits in phone numbers.
Reach Back Out Once You Know The Requirements
Many people find their references but have not found specific positions to apply for yet. Sending references the position title and responsibilities means they can better tailor their letter or answers.
Another reason for candidates to reach back out is email links. Companies email links with questions could be in the spam folder. If a reference knows to look for the link, they can get it back to the sales recruiters or sales headhunters faster.
Reference letters are another common requirement for sales jobs. Candidates should reach back out to their references to ensure they know about these requirements and set up a timeline. That way, the reference letters will be there during the consideration process.
Swap Out References to Match the Job
Candidates should also keep in mind that they do not need to use the same three references for every job application. Specific references will be better for some positions, while others may be more universal. There is no reason not to mix and match.
Legal Issues to Be Aware of with References
Unfortunately, there are some restrictions on references. There are legal precedents that some companies now use when writing policies that undermine the reference check system. These policies limit who can be a reference and how much they can say.
These policies are based on legal precedent for job candidates suing their former employers for saying something negative about them. Typically, such policies restrict supervisors from being references as well as require human resources only release employment dates and whether a candidate can be rehired.
Additionally, job candidates need to ensure they have permission from the references they list, preferably in writing. Putting referees on an application or form for sales recruiters requires releasing some personally identifiable information.
Sales Recruiters Chicago has seen people use people as references without prior conversation. Those reference checks rarely reflect well on the sales job candidates.
Our Recruiting Process
Sales Recruiters Chicago has served the Chicago area exclusively for over 20 years. With that in mind, we work with local candidates so we can offer personal touches like every interview being completed by sales recruiters.
Sales Recruiters Chicago offers a rigorous and intelligent hiring process. Candidates are interviewed and backgrounded as well as having references checked before we refer them for placement. It’s an ideal solution for organizations that want to hire exceptional candidates.
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