As companies begin to ramp up fall hiring plans in an improving economy, recruiters say one area job hunters miss the target the most is managing their references -- a costly potential "deal-breaker."

One in four job candidates are removed from a shortlist after speaking to references, according to a recent survey by OfficeTeam.

"When hiring managers narrow the field to a few potential candidates, the reference check often becomes the deciding factor," says OfficeTeam executive director Robert Hosking.

Recruiters say now is the perfect time to prepare for a fall job search and to shore up a variety of strong job references.

"Into September, when people are back at their desks, it will be a busy time, so you want to do that work right now and get a leg up on everybody else," says Ken Vinge, vice-president of corporate development for Calgary-based Bowen Workforce Solutions.

The most important thing recruiters want to know when speaking to a reference is a view into the applicant's strengths and weaknesses (29 per cent), followed by past job duties and experience (27 per cent), according to the OfficeTeam survey.

Three to five references are recommended, according to OfficeTeam Calgary branch manager Ashleigh Demulder, and they should be able to speak to a job hunter's full range of skills and experience.

"People need to spend as much time putting together a really strong list of references as they do in putting together their resume," she says.

One of the most common mistakes, particularly at this time of year when many people are on holiday, is not making sure they are available.

"As the market swings back, people are hiring more quickly again and if they're unable to get in contact with these references, that may become a deciding factor," says Demulder.

Other common mistakes include failing to ask references in the first place, forgetting to thank them, identifying what skills and experiences a job hunter wants them to highlight and inattention to online character references via social networking sites.

"The references are the thing that the candidate is the most in control of," says Vinge. "It's a softball pitch that you should be able to knock out of the park if you do a good job at it."

Solid references may include a past professor, a leader from a volunteer organization you worked with, an outside mentor, a peer in the same managerial group, your direct supervisor, a committee member or anybody else who can speak to your strengths and weaknesses along with past experience.

Identifying the skills you hope the reference to highlight also forces you to think about your specific experiences and skills, but always make sure to ask permission before using any reference.

After all, it's better to hear any potentially negative comments directly from the potential reference before recruiters hear it when doing their checks.

The kinds of references you choose may also depend on the level of the position.

"As you move into more senior roles, you want to show someone all sides of your abilities," says Demulder. Entry-level candidates often lack the breadth of skills and experience, so they may choose to focus more on their character and volunteer roles instead of managerial-focused experience.

Summer is a good time to take advantage of networking opportunities and to reach out to references you may not have spoken to in awhile.

"It's an absolutely great time to reconnect," says Demulder.

derek.sankey@telus.net

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WHAT RECRUITERS SEEK FROM JOB REFERENCES

What recruiters say is the most important information when speaking to job references:

- An applicant's strengths and weaknesses: 29 per cent

- Description of past job duties and experience: 27 per cent

- Workplace accomplishments: 14 per cent

- Nine per cent seek confirmation of job title and dates

of employment

- Seven per cent want to know an applicant's preferred workplace culture

- Other: 14 per cent

SOURCE: OfficeTeam