You must be able to provide prospective employers with references or recommendations. Given their importance in getting you to the interview, spend enough time securing references to insure that they are effective.
References should come from those who know you well. This may seem self-evident, but some students attempt to secure a recommendation from someone who is barely acquainted with them. This may be done because the student does not know anyone well or because the student would like to have a recommendation from one who is visible and highly regarded by others. The result may be a refusal which may hurt your self-confidence, or a weakly written and marginally enthusiastic recommendation which may be worse than no recommendation at all.
The first order of business is to be visible and create a situation
where at least some teachers, work supervisors, etc., know you and your
ability well enough to write meaningful recommendations. This should
not
be difficult at SIS where most classes are relatively small and where
there are several opportunities to get to know your teachers. Distance
education students, because of the lack of face-to-face contact will
need to make a special effort to become better known. Thoughtful use of
email, perhaps even a visit, and taking an independent study course
from a faculty member should create good opportunities.
There are three types of recommendations and the correct mix is essential if they are to have the appropriate impact.
Too often, the character recommendation receives more attention than it should. A character recommendation focuses on character traits of a general nature--being honest, pleasant, charming, etc. Professionally, character references are most likely to be helpful when you apply for a position with an organization where manner, appearance, and personal habits are an important part of the professional role. For example, a school or college affiliated with a religious organization may be especially concerned about your character--whether you drink, smoke, wear provocative clothing, etc. Here, a reference from your minister may be quite helpful. Friends of the family references are seen as a sign of weakness [why couldn't she get a real reference?] unless the friend is highly placed within the profession, knows you well, and seems reasonably objective. References from friends and colleagues are typically of little value because they are seen as subjective rather than objective. Faculty often find it difficult to give a character reference because of their lack of opportunity to observe your actions outside of the classroom. Sometimes character may be seen on your website, your blog, or your participation in discussion lists. Balance being a free spirit with the notion that this sort of de facto character evidence is easily found and could be harmful.
Many students automatically limit their references to faculty. Unhappily, faculty recommendations are not as helpful as those from employers, especially information agency employers, unless you are applying for entrance into another academic program. The skills that enable you to perform well in a course of study may not immediately translate into on the job performance. For example, teachers may not observe you enough to be able to comment on your initiative or your ability to relate well to others. Faculty references should be competency based. For example, if you wish to be a records manager, then seek a recommendation from the teacher in that area who can tell employers about your specific skills. It is an error to seek recommendations on the basis of your fondness for a given professor or the grades earned in particular courses.
The most effective faculty reference is where, for example, the teacher of cataloging writes as a subject specialist to the head of the cataloging unit who is hiring a new professional. Recommendations are more helpful when based on courses where specific skills are learned as opposed to background knowledge. Employers are more interested in what you can DO than in what you know.
If you are applying for a position that involves subject specialization, employers may want to know about your knowledge of a particular subject area. This would probably require a recommendation from an undergraduate faculty member or a graduate faculty member outside the School who can characterize your familiarity with a particular academic discipline such as business or biology.
Employers are eager to know what other employers think
of your work habits. Information work is most helpful, but any positive
recommendation from a supervisor is valuable if she can describe your
work habits, particularly your industry, reliability, initiative, and
ability to relate well to others. The best prediction of success on the
job is based on success in similar jobs. Employment while at the School
or the employment-like practicum experience can provide you with the
employer recommendation which will make you more attractive to the
prospective employer. While pre-professional experience in an
information agency is best, the practicum serves a similar role. All
students should take a practicum even if they have library work
experience since it expands their skills and knowledge.
As you consider your career objectives, develop a tentative working list of competencies or "can do's" which are important in securing employment. Can do's are seen on the desired and required skills and knowledge seen in professional position announcements. Identify where you are most likely to learn these skills and what person could certify or verify your ability to perform them. These then are the people you would like to have as references. Employers focus on what you can do so be prepared.
Although students often think in terms of three recommendations, more may be needed or used and might better represent your abilities and experiences. Too, one of your references may be unavailable for some reason and so you need a substitute. In completing some application forms, you may be asked to list more than three references, perhaps as many as five. Or, you may need to use different references when you apply for different positions. Think about a pool of references so that you can draw out the best three or so for each position that you might apply for. For each, you will need to have complete contact information, including email address. If you have not contacted your references recently, verify their current address information and willingness to participate.
Ask each person if she would be willing to recommend you BEFORE you use her name. Do not be upset if one says no. She may not know you well enough or may be unable to be genuinely enthusiastic about your potential in the field. It is always better to hear a "no" than to receive a negative or luke warm recommendation.
If the person says yes, leave a copy of your resume plus a brief note on your career objective and the type of position you will be seeking. The more the reference knows about your placement plans, the more effective the recommendation can be. Ordinarily, when you apply for a position that requires letters of recommendation, you would notify the reference with a copy of the position announcement, and a brief thank you note. Be sure to give the reference enough time to do a good job. A last minute request may result in a quick and incomplete recommendation.
Students sometimes wonder if certain faculty, particularly their advisor, will be unhappy if they are not asked to be a reference. This is unlikely. In fact, most faculty welcome the opportunity to prepare fewer recommendations. Unless there is the career linkage discussed above, there is no reason why your advisor or favorite professor should be included in your list of references unless you simply need another one. It may be useful, however, for you to review your list of references with your advisor before you ask the individuals listed to see if you have an appropriate mix.
Recommendations should be sent directly from the contact to the employer. References that you carry with you and display to prospective employers are not likely to be effective. Most employers assume that the reference person will not be entirely truthful in creating a recommendation that the candidate can see.
