An essential component of a successful job search is the compilation of a solid group of employment references. Companies considering you as a candidate for one of their security roles will ask you to provide contact details for three to five professional references. Having the right references ready to go at a moment’s notice can expedite a job offer.

You may be asked to provide these in advance of a final job offer with the understanding your references will not be contacted until you have spoken to them directly. Other organizations will incorporate reference checks into a background process.

Too often candidates fail to prepare for this in advance and send a hastily compiled list of former colleagues and professional acquaintances with whom they have a positive relationship. This may prove useful for a cursory validation of your background. However, a list that was thrown together reactively vs proactively can work to your detriment.

Candidates often send us a list of friends whose responsibilities would be considered the same professional level as they are. Peer references are useful in certain situations, but they are not necessarily able to provide a clear description of your professional capabilities and competencies.

You may feel reluctant to let your current employer know that you are interviewing. However, it is particularly important to present references who functioned as your managing supervisor. You can also include other senior leadership who were your internal clients at either your current employer or your previous employers. These individuals should be ones with whom you regularly interacted and who can comment on your soft skills, competencies, and reputation.

Do not rule out including subordinates and other individuals who work outside the security profession with whom you had professional interaction with. Their input can add value as an indicator of the management level at which you operate and the relationships you have built.

Companies often share the job description you are interviewing for with a reference. This gives the person an opportunity to reflect on their analysis of your suitability for the specific role. You can take that same initiative and send a copy of the job outline to your references in advance, so they are prepared to answer the questions the recruiting organization is likely to ask.

One of the final questions often asked of references toward the end of the discussion is: “Would you hire the candidate to be on your team?” or “Would you want to work for this candidate as a subordinate?” Consider what your references will say in answer to questions such as these.

Your choice of references should not be taken lightly. Selecting the wrong ones will have a major impact on whether you are chosen for jobs you want. Pick your references carefully, check with them ahead of time, have their current contact details, and stay in regular touch with them to keep them informed of your job search progress.