In a previous article, I talked about how important it is to get references from the right people – the ones who can speak to your job performance, like your boss, a direct supervisor, manager, or team leader. It’s also important to get the right kind of reference – one that documents your accomplishments, not just your duties and the time you spent on the job.

Whenever possible, request a reference in writing. That way you don’t have to worry if that person changes firms or is otherwise unavailable to provide an oral reference. The reference should include information about the position or title you held, dates of employment, and in what capacity the person writing the reference supervised or evaluated your work. But the bulk of the reference should be qualitative in nature. It should focus on what you accomplished during your time in that position and what results your work produced. The more specifics the writer can provide, the better. Also, if you received any acknowledgements, commendations, rewards or promotions as a result of your performance, those should be included as well.

Because of fear of possible lawsuits, employers may be reluctant to provide more than just basic statistical data about your employment history. If the person you are requesting the reference from hesitates, tell them you are only asking that they include information that is a matter of record, not their personal opinion. If they are willing to provide more or to be contacted to discuss privately, that is always a plus.

Basically, what a recruiter or prospective employer wants to know is whether the previous employer was pleased with your work, considers you a good colleague, and would hire you back again. They can fact check your employment history themselves.