How do I Ask for a Reference?” Your Key to Landing the

“How do I Ask for a Reference?” Your Key to Landing the Perfect Role

Mimi Petrakis • July 13, 2024

Some Tips on Asking for a Job Reference or Approaching Someone About Becoming Your Referee

In today's competitive job market, having strong references can make a significant difference when trying to land your dream job. Whether you're seeking a new position or looking to advance in your current career, knowing how to ask for a reference or how to approach someone about becoming your referee, is crucial. At People bank, we understand the importance of effective communication and building professional relationships.

Here’s a comprehensive guide to help you navigate this essential aspect of your job search:

1. Choose the Right Referee

Before you ask for a job reference, it's essential to select the right person. Consider the following:

Professional Relationship:

Choose someone who knows your work well and can speak positively about your skills and achievements. This could be a former manager, supervisor, or colleague.

Relevance:

Ensure the referee is relevant to the job you are applying for. If you're applying for a tech position, a reference from a former tech manager would be more impactful than one from an unrelated field.

Recent Interactions:

A recent reference is often more valuable. Someone you've worked with in the last few years can provide a more current perspective on your abilities.

2. Reach Out Politely and Professionally

When approaching someone to be your referee, it’s important to be respectful and professional. Here's how to do it:

Contact Them Directly:

Whenever possible, ask your potential referee in person or via a phone call. This approach is more personal and shows respect for their time.

Explain Your Request:

Be clear about why you're asking them to be your referee. Mention the job you’re applying for and why you think they would be a good fit to provide a reference.

Provide Context:

Explain the skills and experiences you believe they can highlight. This makes it easier for them to provide a detailed and relevant reference.

3. Make It Easy for Your Referee

Help your referee by providing all the necessary information and materials they might need. This can include:

Your Updated Resume:

Send them your most recent resume so they can reference specific details about your work history.

Job Description:

Provide the job description of the position you're applying for, so they understand the skills and qualifications the employer is looking for.

Key Achievements:

Highlight a few key achievements or projects you’ve worked on together. This can jog their memory and give them concrete examples to mention.

4. Timing Is Everything

Be mindful of the timing when you ask for a reference. Avoid last-minute requests and give your referee ample time to prepare. Ideally, ask for a reference at least a week before you need it.

5. Follow Up and Show Gratitude

After someone agrees to be your referee, follow up with a thank-you note or email. Express your gratitude for their time and support.

6. Keep Your Referees Updated

Once you’ve secured the job, don’t forget to inform your referees. Thank them again for their support and let them know how their reference helped you. This helps maintain a positive relationship for future opportunities.

7. Be Prepared for Different Types of References

Understand that references can come in different forms:

Written References: Some employers might ask for a written reference letter.

Phone References: Others may prefer to speak with your referees over the phone.

Online References: LinkedIn recommendations are also becoming increasingly popular. Ask your referee if they would be willing to endorse your skills on LinkedIn.

At Peoplebank, we encourage you to leverage your professional network and take proactive steps to advance your career. Asking for a job reference or approaching someone about becoming your referee doesn't have to be daunting! By selecting the right person, communicating clearly, and showing appreciation, you can secure strong references that will bolster your job applications.

For more tips and resources on job hunting, resume building, and career development, explore our blogs or contact our team at Peoplebank.

We're here to support you in achieving your career goals!

< Older Post

Newer Post >

Workforce Sustainability is the Biggest Tech Challenge of 2026

By Mimi Petrakis • May 20, 2026

In 2026, the conversation around IT recruitment in Australia is shifting. While hiring demand remains strong across areas like cybersecurity, cloud, and digital infrastructure, the real challenge facing organisations is no longer just attracting talent — it’s building a sustainable workforce that can grow and adapt over time. For years, businesses have focused on filling immediate skill gaps. But with ongoing shortages in critical tech roles, organisations are now recognising that retention is just as important as recruitment. High turnover not only impacts delivery timelines but also drives up costs and erodes institutional knowledge. Employers who prioritise employee experience, career development, and flexible work are seeing stronger retention outcomes and gaining a competitive edge in a tight market. Workforce sustainability is quickly becoming a key business priority. This means moving beyond reactive hiring and thinking more strategically about how teams are structured, supported, and developed. Leading organisations are: Adopting hybrid workforce models (contract + permanent) Investing in upskilling and internal capability development Shifting toward skills-based hiring rather than rigid role definit ions Building pipelines of talent rather than hiring only when gaps appear This approach not only reduces hiring pressure but also creates more resilient, future-ready teams. Relying solely on reactive recruitment is becoming increasingly risky. With demand for specialist skills remaining high, waiting until a role becomes critical can lead to long hiring timelines and missed business opportunities. Instead, organisations are taking a more proactive approach, planning workforce needs and partnering with recruitment specialists who understand the market. In today’s environment, successful businesses are those that treat talent as a long-term investment, not a short-term fix. This means aligning hiring strategies with broader business goals and ensuring the right balance between immediate delivery and future capability. At Peoplebank , we work with organisations to go beyond traditional recruitment, helping build sustainable workforce strategies that combine access to high-quality talent with long-term planning. Ready to strengthen your team? Use our one-step Submit a Role form today and let our specialists connect you with the right talent to support your business now and into the future.

How to Retain Top Tech Talent in a Competitive Market

By Mimi Petrakis • May 5, 2026

In today’s competitive hiring landscape, attracting talent is only half the challenge ; retaining top tech talent is where organisations gain a true advantage. With demand continuing to outpace supply across areas like AI, cybersecurity, and cloud, businesses must focus on creating environments where employees choose to stay and grow. 1. Offer More Than Just Salary While competitive pay remains important, it’s no longer the primary driver of retention. Tech professionals are increasingly prioritising flexible work arrangements , meaningful projects, and career progression. Organisations that offer hybrid work, clear development pathways, and exposure to innovative technologies are more likely to retain high performers. 2. Invest in Career Development Lack of growth is one of the leading reasons employees leave. Providing access to training, certifications, and internal mobility opportunities helps keep employees engaged and future-focused. Upskilling not only benefits the individual but also strengthens overall organisational capability. 3. Build a Strong Workplace Culture Retention is closely linked to culture and leadership. Teams that feel supported, recognised, and aligned to a clear purpose are more engaged and less likely to leave. Managers play a critical role in fostering open communication, feedback, and trust. 4. Prioritise Employee Experience From onboarding through to ongoing engagement, the employee experience should be intentional. Regular check-ins, recognition programs, and clear performance expectations all contribute to higher retention. This year, successful organisations are those that take a proactive, people-first approach to retention, balancing commercial outcomes with employee needs. At Peoplebank, we work with organisations to not only attract top tech talent, but to build strategies that help retain them long-term. Get in touch to find out more !