References in jobs can feel like the final gatekeeper between you and the role you want.
What if you’ve just changed careers? What if you’ve had a tough manager, taken a career break, or simply don’t have “traditional” referees lined up? Many jobseekers quietly panic at the words: “Please provide two employment references.”
At LeadershipHQ, we work with emerging and senior leaders every day on confidence, courage and career strategy. One of the most common questions we hear is:
“I don’t have strong references in job applications right now, does that mean I’m out of the running?”
The answer is no. You can navigate this with clarity and integrity, and still stand out as a strong, values-driven candidate.
In this guide, we’ll unpack:
- What references in jobs actually signal to employers
- How to choose and brief referees strategically
- What to do if you don’t have references yet
- Practical employment references examples you can draw on
- How to stay confident, courageous and authentic through the process
Why References in Job Applications Matter (and What They Really Show)
Most employers ask for references in jobs to reduce risk. They’re looking for real‑world evidence of how you:
- Show up under pressure
- Communicate and collaborate
- Lead, follow, or work within a team
- Own your mistakes and learn from them
- Align with the organisation’s values
From a leadership lens, references are less about perfection and more about patterns. Do your referees describe someone who:
- Takes accountability, not shortcuts
- Treats people with respect
- Learns, adapts and grows
- Communicates honestly
When you understand this, you stop seeing references as a hurdle and start using them as proof points of your character and leadership potential.
The Different Types of References in Jobs
You’re not limited to one kind of referee. Depending on your experience, you can use a mix of:
- Professional / Employment References
- Direct managers or supervisors
- Senior leaders you reported to on a project
- HR or People & Culture partners
- These are the gold standard for most employers.
- Colleague / Peer References
- Team members you worked with closely
- Cross‑functional partners (e.g. from another department)
Helpful when your manager is unavailable, new, or not the best fit as a referee.
- Client / Stakeholder References
- Internal or external clients
- Suppliers or partners you managed
Powerful for roles involving stakeholder management, sales, consulting or service.
- Character / Community References
- Volunteer coordinators
- University tutors or lecturers
- Community leaders (sport, charity, board roles)
- Useful for early‑career candidates or those returning after a break.
The key is to match the referee to the role. If you’re going for a leadership position, choose someone who’s seen you lead people, projects or change, not just complete tasks.
“I Don’t Have Any References for a Job Application” – What Now?
You’re not alone. People lack references for many reasons:
- First job or early career
- Long time in self‑employment
- Returning from caregiving, illness or a career break
- Toxic workplace or conflict with a previous manager
- Moving countries or industries
Here’s how to respond with courage and clarity.
1. Mine your real experience
Look beyond formal jobs for employment references examples:
- Volunteer work (coaches, coordinators, board members)
- University group projects (lecturers, project supervisors)
- Freelance or contract clients
- Community organisations, clubs or committees
Ask: “Who has seen me show up reliably, take responsibility, or lead in some way?” That person can often be a valid referee.
2. Build “future references” on purpose
If you truly have no one who can speak to your work yet, create opportunities:
- Take on a short contract, internship or project role
- Volunteer in a role with clear responsibility
- Join a committee, board or working group
Then deliver outstanding value and ask upfront if they’d be comfortable acting as a referee once you’ve worked together for a while.
3. Be honest, with a solution
If an employer asks for references and you genuinely don’t have traditional ones, don’t panic or fabricate. Instead you might say:
“I’m early in my career and haven’t had a long-term employer yet, but I can provide a character reference from my volunteer coordinator and a reference from my university project supervisor who has seen how I work in a team and meet deadlines.”
You’re showing self-awareness, integrity and initiative, all strong leadership signals.
How to Choose the Right Referees
When you do have options, be strategic with your references in job applications.
Ask yourself:
- Who has seen me at my best in the last 2–3 years?
- Who can speak specifically about the skills this job needs?
- Who understands and supports my career direction?
If you’re applying for a leadership role, ideal referees include:
- A previous manager who’s seen you lead people and navigate change
- A senior stakeholder you’ve influenced successfully
- A peer who has observed your collaboration and courage under pressure
Avoid:
- Referees who barely remember working with you
- People likely to give vague or lukewarm responses
- Family members or purely personal friends (unless clearly requested or for character references only)
How to Brief Your Referees (So They Actually Help You)
Strong leadership is proactive, not passive. Don’t just drop someone’s name and hope for the best.
Before you list someone as a referee:
- Ask permission clearly
- “I’m applying for a [Role Title] at [Organisation]. Would you be comfortable acting as a referee for me?”
- Share the context
- Attach the job description
- Explain what the organisation is looking for (skills, values, culture)
- Highlight key examples
- Remind them of specific projects or outcomes you delivered together
- Mention any leadership moments you’re proud of
- Confirm their details
- Correct job title, organisation, email and phone number
This isn’t about “coaching” your referees to say untrue things. It’s about helping them recall real examples that align with the role, which makes their feedback clearer and more impactful.
Employment References Examples (You Can Adapt)
Here are a few employment references examples that often reassure hiring managers:
- Leadership & Initiative
- “Alex stepped up to lead a cross‑functional project when our manager was unexpectedly away. They coordinated the team, managed stakeholders and delivered the project on time.”
- Communication & Collaboration
- “Priya is a clear, calm communicator who handles difficult conversations constructively. She often acted as a bridge between teams with competing priorities.”
- Courage & Accountability
- “When a critical deadline was missed, Jordan owned the mistake, communicated honestly with stakeholders, and implemented a new process that prevented it from happening again.”
- Growth & Learning
- “Sam actively sought feedback, acted on it and showed measurable growth in both confidence and performance over six months.”
When you brief referees, you can gently remind them of moments like these so they can share specific stories instead of generic “they’re great” comments.
Leadership Tip: Your Reputation Is a Long-Term Reference
At LeadershipHQ, we often say:
“Leadership isn’t your job title; it’s how you show up, especially when no one is watching.”
Every interaction, email, meeting, project, conflict, crisis, is effectively a future reference in job form.
To build strong references over time:
- Deliver what you promise (and communicate early if you can’t)
- Treat everyone with respect, not just people “above” you
- Own mistakes, apologise when needed and show what you’ve learned
- Look for ways to serve, not just shine
The more consistently you lead with courage and kindness, the easier it becomes to find people excited to stand behind you as referees.
FAQs About References in Jobs
1. How many references do I need for a job application?
Most employers ask for two to three references in jobs. If you have a mix (e.g. one manager and one stakeholder or colleague), that’s ideal. Check the job ad or application instructions; if they don’t specify, two strong referees are usually enough.
2. Can I get a job without any references?
Yes, it is possible, especially for entry‑level roles, career changers and people with strong portfolios or assessments. Be open about your situation and offer alternatives such as:
- Volunteer or project references
- Character references from respected community leaders
- Examples of work, case studies or trial tasks
A courageous, honest explanation often builds more trust than trying to hide the gap.
3. Should I put “references available on request” on my CV?
You can, but it’s not essential. Many recruiters assume this as standard. What matters more is being ready with thoughtful referees once asked. Focus your CV on achievements, impact and leadership behaviours; have your reference list prepared in a separate document.
4. What if I had a bad experience with a previous manager?
You’re not required to use a referee who may misrepresent you or treat you unfairly. Instead, you can:
- Choose another leader or stakeholder from the same organisation
- Use a manager from a different role where the relationship was stronger
- Supplement with client, colleague or community references
If the topic comes up, be professional and brief. Focus on what you learned and how you’ve grown, rather than criticising your previous manager.
5. Can a mentor or coach be an employment reference?
Yes, if they’ve seen you in action in a way that’s relevant to the role. For example, at LeadershipHQ, we sometimes act as referees for leaders we’ve coached intensively, when we’ve seen clear evidence of their growth, behaviors and impact. Always check with the employer first; some will prefer direct workplace referees for final offers.
