Competency Category:
Competency Series:

15.5 – Work with Clients to Develop References

Purpose & Context

Career Development Professionals (CDPs) guide clients in developing references to support their job search. Clients need to secure referees and manage their reputation effectively. CDPs inform clients of the importance of representing themselves truthfully, and that employers often verify information supplied by clients to inform a final hiring decision.

Effective Performance

Competent career development professionals must be able to:

  • P1. Describe criteria for referees, for example:
    • Worked with client in a professional, educational, or volunteer setting
    • Has personal knowledge of client, e.g. character, skills, accomplishments
    • Speaks the language of the prospective employer
  • P2. Identify list of referees
    • Seek agreement from referees to be contacted by prospective employers
    • Add new referees when appropriate, e.g. direct supervisor when leaving a role
    • Ensure contact information is current
  • P3. Explain how to prepare referees, for example:
    • Describe the opportunity requiring references
    • Ask for permission to use their information
    • Provide a current résumé to the referee
    • Indicate experience and accomplishments to be emphasized
    • Confirm availability
  • P4. Collect letters of recommendation from varied sources, e.g. previous employers, teachers, colleagues, clients
  • P5. Research professional reputation, for example:
    • Evaluate internet and social media search results of client’s name
    • Present professional image throughout job search and career development activities
  • P6. Formulate strategies to resolve a poor reputation, for example:
    • Resolve concerns with former employers, supervisors, or colleagues
    • Volunteer, e.g. for an industry association, not-for-profit group, as a mentor
    • Seek out individuals or groups aligned with interests
    • Create a website, blog, or new social media profile
    • Request endorsements from employers and colleagues
    • Seek professional help, where needed, e.g. legal advice, reputation management firm

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. `Reference development strategies
  • K2. `Reputation management strategies

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

Clients may present with complex barriers or issues, which can add complexity to reference and reputation management, e.g. newcomers to Canada.

Some Canadian employers have an internal policy of not giving references and limiting verbal references to confirming dates of employment.

Glossary & Key References

Terms

Industry-specific terms contained in the standard defined here, where applicable.

Referee: a person that a recruiter or potential employer can email, call or contact to verify specific components of a client’s background.

Value Proposition: is a message that a client can use to consistently communicate his or her promise of value to potential employers. Note this term originated as a marketing strategy to sell products to buyers. In career development, the client is considered “the product” and the employer “the buyer”.

Information Sources and Resources for Consideration

Graham, Sharon. The Canadian Interview Strategist Study Guide. 5th edition. Career Professionals of Canada, Milton, Ontario, 2020.

Context Rating Scales

Criticality

Q: What is the consequence of a professional being unable to perform this skill according to the standard?

Minimal risk: SOMEWHAT CRITICAL

Frequency

Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A competent career development professional requires a minimum of one year of experience with at least 40 different clients, representing a broad range of individuals.

Autonomy

Practitioners typically perform this competency without supervision, and alone.

Automation

It is somewhat likely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None