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Your supervisor does not supervise you. For example, you may work the night shift while managerial
staff, including the person who is listed as your supervisor at the organization, only works the day shift, so
you never have contact with this person, nor have they ever provided you with feedback, either positive
or negative. In this case, you can provide a former supervisor, from either paid or unpaid work, or explain
why a colleague, a person with the same or similar job title, is your reference, possibly because tenure
means they are in-charge of junior staff. There are also cases where a candidate has worked in the field
independently without the direct oversight of a supervisor. In this case, you can use them as reference,
use another former supervisor, but explain this issue to the interviewer(s).
Your supervisor is not allowed to give references. This does happen occasionally. In this case, find the
policy in your employee guidebook or employment policies and bring this to the interviewer.
Other respondents to the Employer Survey stated that they would be understanding if a candidate explained that
there was a “toxic work environment” and the toxicity was generated or not curbed by the candidate’s current
supervisor. In this case, you have some other options: use another supervisor, refer to a favourable and recent
work evaluation, check your network to see if a former supervisor or colleague from that organization would be
willing to be a reference and back up your description of the work environment. You may also want to take advice
from other professionals, such as talk to a mentor about the situation or discuss this situation with another
professional who is not employed in the same organization.
Keep in mind that if the potential employer wants three references, they want three references, so you will need
an alternate reference, such as a former supervisor, whether from paid or unpaid employment, a professor, a
client that you worked with in the past, or a current/former colleague who is in a similar field or occupation.
Choosing Your References
The majority of your references should be employment related. It is desirable for a prospective employer to get a
complete picture of how you interact at all levels. If you have had limited paid employment, draw on your
experiences in the community or in your academic program. You can include anyone who is in a position to
comment on how well you handle responsibilities assigned to you, how you function in relation to others, and your
ability to work under pressure, meet time deadlines, problem-solve, etc. The person checking your references will
ask different questions of your references based on the skills and traits their organization is assessing.
Do your best to remain in contact with your references and try to contact them before an organization contacts
them for a reference. It is possible that your reference may no longer have the same contact information, may be
on holidays or family leave when your potential employer contacts them for a reference, or may have left the
organization. This is why we suggest having 3-5 references: most employers want three references, but if one of
your references is on holidays during the time the organization will check references you have a backup to replace
that reference. You may also need a special type of reference, such as a pastoral/clerical reference when applying
to work at an organization with a religious affiliation, which would not be useful in another area, such as applying
to work for the public service.
1. Supply 3 to 5 names (employer specify how many references to provide):
Past or present supervisors
Past or present professors or teachers
Peers, team members you have worked with
Customers, if you have done anything that relates to customer service
People who have worked for you or under your leadership if you have been a leader, supervisor, etc.
People you are confident will provide a positive reference