Do you realize how important good references are to your chances of receiving a job offer? Some people believe that hiring managers and recruiters never bother to call references, but they do. (Recruiters are especially vigilant about checking references, because our reputation depends on our delivering quality candidates–so we gather as much information as we possibly can.)

References are not an afterthought. They are a major player in your job interview process. Your references are another area where you can set yourself apart from other candidates and shine. That can be critical in a competitive job market.

The real secret to having great job references? Place as much value on your references as you do on your resume, your 30-60-90-day plan, your brag book, your interview outfit, and your answers to interview questions. If you value them, you’ll work to make sure they’re great.

Still, you need a plan. Here’s the best practical advice I can offer you to make sure your references are the best they can be:

1. Collect references throughout your career. The time to work on great references is before you’re looking to change jobs. Stay in touch. Don’t give me (the recruiter) or your employer conquest a reference that can hardly remember you. You can’t expect to get the incredible reference that you’re looking for if the reference hasn’t heard from you in 5 years. This is networking. For example: before you exit a company, ask your current boss for their personal email and phone number. Stress that you want to stay in touch and and ask if could you use them for a reference in the future. Then stay in touch. Every 4-5 months, drop them an email or call. Stay in contact with them on LinkedIn. Keep them updated on what you’re doing and where you are. Offer them something: a piece of industry information, a link to a great blog site, an informative ezine article, etc. Ask them if there is anything that you can do for them…..if you help others, they will definitely help you!

2. Choose appropriate references. The best references are past managers or supervisors–or your current employer, if that’s doable. Customers, clients, or former co-workers can be great references, too. Make certain that whoever it is can see you in the job that you are looking to get….(I had one lady tell me that all she could say about my sales candidate was that she was very good in her laboratory – very meticulous). Great. That same lady could have said that the candidate showed a lot of leadership, was very persuasive and thrived in interactive meetings. What a difference that would have made. Don’t give me your college roommate. I want a work reference. A relevant reference. A great reference. Don’t just choose people who like you-choose people who can specifically highlight your capabilities and accomplishments to give you the best chance of getting the job.

3. Prepare your references. First of all, you’re going to give them a heads up when they’re about to be called. Let them know about the details of the position you’re seeking, so that they can say something relevant to that, focusing on the details that will interest your prospective employer. Give them a copy of your resume. Refresh their memory about outstanding work you’ve done. Give them suggestions for topics they can bring up when contacted. The easier you can make this for them, the better it will be for you.

4. Check your own references. Know what your references will say about you. You need to be in control of the information that will be provided to your future employer. It’s not acceptable to wonder if they’ll give you a good reference. Your job search is too important. If you have the slightest concern that you might not receive a good reference from someone, have a buddy check your references before you give them to a potential employer.

References can absolutely be the tipping point in the hiring decision. Once, I had a great candidate my client company was not excited about. The candidate perceived that there was a roadblock and had one of his references call me to proactively tell me about this candidate. That is impressive. And that is what gets you the job.

About the Author: Peggy McKee is the owner and chief recruiter for PHC Consulting , a recruiting firm providing top sales talent, sales management, marketing and service / support personnel to some of the most prominent high growth companies in the medical and laboratory products industry for over 10 years!

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