Career Advising at EOU

TIPS FOR PROVIDING ORAL OR WRITTEN REFERENCES

• Prior to providing a reference, obtain written consent from the person about whom the reference will be given.  Written consent is better, but oral consent will suffice.  A standardized ‘Permission to Release Information’ form can be downloaded from this site.

• Should you get oral permission, it behooves you to have a conversation with the student to convey what you can and will say, and to clarify things not to be shared.  If you choose not to have a student sign the ‘Permission to Release Information’ form, you can still use it as a guide for your discussions.

• Avoid lunch discussions or “off-the-record” telephone conversations with prospective employers regarding a person’s performance.  There is no such thing as “off-the-record.”

• If you are unaware that the job applicant has named you as a reference, ask the prospective employer for verification that the person has given consent for the reference.  (e.g. ask for a fax of the student’s statement of references upon which you are supposedly listed.)

• Provide factual information, based upon personal knowledge/observation of the person through direct contact with the person or obtained from the person’s personnel record or student record.

• Respond to direct and specific inquiries about the job applicant.  Direct the response to the particular person who requested the information.

• Relate the reference to the specific position for which the person applied and the work that the applicant will perform.

• If you make subjective statements or give opinions because they are requested, clearly identify them as opinions and not as fact.  If you give an opinion, explain the incident or circumstances upon which you base the opinion.

• Don’t guess or speculate.  If someone asks you questions regarding personal characteristics about which you have no knowledge, state that you have no knowledge.

• Do not include information that might indicate the individual’s race, color, age, religion, national origin, disability, gender (unless obvious), or marital/parental status, even if you believe it will enhance the student’s candidacy.

• If a letter of reference is ‘confidential’ then students should not be given a copy.

TIPS FOR REFERRING CANDIDATES TO PROSPECTIVE EMPLOYERS

The following tips are offered as a means of keeping the recruiting process  ‘fair and equitable’ for all students.

• If you receive a request for student referrals you can offer the names of those who have declared an interest in such positions.  You might also communicate with other students via a listserve announcement, by posting the opportunity, by announcing in class and by sending the information to Career Advising.

• If a particular organization seeks to identify and attract minority candidates, it is appropriate for you to assist employers in connecting with minority groups.  It is inappropriate to only identify minority individuals who might fit the needs of the organization.  Therefore you can inform students of opportunities as mentioned above and you might notify minority student organizations or corresponding minority student advisory offices.

• In all cases, Career Advising can be of assistance in disseminating information to students.  You might suggest employers contact us directly and we will connect them to students through all of our established methods and programs.