Your References Can Destroy The Search

There is so much in a job search that you simply can't control. Members can be tough to schedule. The goals of the office may change. The policy portfolio of the position may shift. So much of the process is out of your hands.

But what about the core components that you can control? So many people overlook the basics, and yet the basics are 100% under your purview. What are the foundational bricks that kill thousands of incredible candidates every single day?

1.) Do you have a current résumé that is polished to perfection?

2.) Do you have a base-level cover letter ready at all times?

3.) Is your LinkedIn profile crisp and up to date?

4.) Are your current references raving fans?

A couple years ago, we helped an incredible candidate. He was focused on energy policy. He is now within the Department of the Interior. He was such a great candidate, that at the end of the interview, the House Member made the following statement:

"If your references check out, you have the job."

If your references check out? They better! You gave them the references!

Did he get the job?

Yes.

And he did a fantastic job for the Member, the Chief, and the Legislative Director in a House office. He is going to have an incredible career.

However, you would be surprised. Sometimes candidate references are not only weak, they kill your chances of success. Even a lukewarn reference can be a dealbreaker.

Chiefs want raving reviews. They want superstar talent. They want a reference that is so good, they don't call the rest of the list. That's what you want as well!

Here are a few traps that both great candidates, and sometimes really bad candidates, run into, when trying to land a job on the Hill. Don't let this happen to you!

"I didn't actually work with him."

If your reference didn't work with you, why would a Chief trust him? You might be friends, but if you didn't work together, what a redflag. It also shows that you might not have enough work experience to garner great references.

"Where is he weak?"

We all have weaknesses. While most people in Washington don't want to talk about their faults, a manager needs to know what she is getting. It's a very fair question to ask. The better the reference, the better the answer.

Best answer of all time:

Chief: "What is _______'s biggest weakness?"

Reference: "He only has three years of Hill experience."

That is a fantastic response. We could all learn more and have more experience.

"When did you work together?"

A Chief doesn't want to hear, "It's been a while." Chiefs need fresh references. They need to know that you have the chops. For recent grads, college professors should be used sparingly at best. Multiple references from the same school are problematic. In college, you were not the employee. You were the customer.

"When can we talk?"

If a reference won't return a call, what good is he? In terms of hiring, the Hill works in days while the private sector works in months. If a Chief wants to make a hire and move on, your references need to be responsive.

"Is he a good fit for Capitol Hill?"

This answer needs to be a raving "Yes!" or the Chief will move on. You would be amazed at how many people say the following:

"He's really smart, but not a good fit for the Hill."

"She will be a great Member some day, but she's not cut out to be a staffer."

"He might be more successful in a different office."

"She would be perfect for a District Office."

Does this boost confidence? Chiefs are not looking to hire "mini-Members." They are looking for exceptional staff who care about the goals of the office and want to be a team player.

Conclusion:

So be smart. Chiefs look to fill positions quickly. When a Chief has no Scheduler, he is the Chief Scheduler. When a Chief has no Comms Director, she is the Chief Communications Director. No effective office can have one person doing three or four full-time positions.

Ask all of your references to be on their toes. Text them before every interview. Before you walk into a congressional office, text "Good morning! I have an interview with Congressman __________ today. Thank you for being my reference!"

If your reference can't be bothered, scratch him/her from the list and move forward.

Chiefs don't have time for bad references, and neither do you!

For more information on how to land an incredible job on Capitol Hill, please visit www.timeonthehill.com. Be sure to review your college & alumni family and check out the new job posts for both staffers and interns. There are thousands of positions on Capitol Hill. You only need one!