List of references for a job: How to List References on a Resume (Dos and Don’ts)

How to List References on a Resume (Dos and Don’ts)

As you’re applying to jobs, you may be wondering about the best way to submit your references. Should you put them on your initial application materials? And how would you even list references on a resume?

The answer is, you don’t.

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Listing your references on a resume that should be one page (or maybe two pages) is a waste of valuable space. A hiring manager or recruiter doesn’t have the ability to contact references for everyone who applies to an open position or even everyone they bring in for an interview. So save that resume room for detailing your skills, achievements, and qualifications.

What about writing, “References available upon request,” on your resume?

Avoid this too.

There’s “no need to state anything about references on your resume. It is assumed that you’ll share the info when requested,” Muse career coach Leto Papadopoulos says. Don’t waste a resume line to say something that’s taken for granted. (After all, you wouldn’t write, “Available for interviews upon request,” would you?)

Read on to learn the right way to list your references, download our template, and see an example.

When Do You Need References?

“Employers will typically check your references just before they’re ready to make an offer,” Papadopoulos says. That’s why you don’t need to provide them when you’re first applying for a job. But it’s a good idea to have them ready to go before you even land an interview.

If a company is ready to hire you pending a reference check, the last thing you want is to be held up by asking people to be a reference or collecting their contact information. Instead, you should “have your references ready and keep them updated during your search,” Papadopoulos says.

Who Should You Ask to Be a Reference?

Most companies will ask for two or three references from a candidate, so it’s always best to have at least three ready to go. Some prospective employers may request a certain mix of types of references, but generally you want to list former managers (or your current manager if they know about and are supportive of your job search) and former or current colleagues; if you’re earlier in your career and don’t have many former managers, you could list professors you worked closely with. If you’d be leading a team, you may be asked for a reference from a former direct report. For some client-facing roles, like account management, companies might want to hear from a former client or customer, so be sure to read up on the norms for your industry.

(Read more about who to list as a reference here or—if you have less work experience—here.)

The Right Way to Provide Your References to an Employer

Once you know who your references will be, you want to make it easy to submit them to employers when asked. So you should compile everything you need into a reference sheet, one handy—and well-formatted—document that can expedite the hiring process in the final stages.

When the time comes, you can attach your reference sheet to an email as a Word document or PDF file, or you can simply copy and paste the information into the body of the email.

What Information to Include on Your Reference Sheet

On your reference sheet, you should list each reference with the following information:

• Name
• Current Job/Position
• Company
• Phone Number
• Email Address
• Reference Description: Write one sentence explaining how you know or have worked with this person, where, when, and for how long. (Check out the example below to see what this looks like in action.)

There’s no need to include your reference’s home or work address—companies aren’t going to be mailing them anything. And if a reference expresses a strong preference for a certain method of contact, it’s OK to put “(preferred contact)” next to that line on your reference list.

To keep things easy for the hiring manager, it’s also a good idea to include your own name, phone number, and email at the top of the sheet (see the template and example below).

Reference Sheet Template and Example

You can use our template to make sure you have everything you need for all of your references.

Download the template here.

Here’s one example of what your reference sheet might look like:

References for Monica Medina
(999) 000-1111
[email protected]

Nicole Chiu
Director of Engineering
Sunshine Inc.
(555) 123-4567
[email protected]
Nicole was my direct manager from 2016 to 2018 when I worked as a software developer for Sunshine Inc.

Kwame Smith
Front-End Software Engineer
Zapp Co.
(111) 222-3333
[email protected]
Kwame is an engineer I collaborate with daily in my current position at Zapp Co.

Dr. Carol Moore
Professor of Computer Science
University of Pennsylvania
(123) 987-6543
[email protected]
Carol was my professor in four different classes and my faculty advisor for my computer science degree.

Keeping references off your resume is not only the standard now, it’s also more thoughtful toward the people you’ve asked to speak on your behalf. By only submitting their names and contact information when asked directly (usually at the end of the hiring process), you’ll know when a prospective new employer is actually going to contact them—and you can give them a heads up, pass on any important information about the job or company you’re applying for, and thank them for their help.

Example List Of References For Employment – Zippia

• Why Employers Request References
• Who to Ask For a Reference
• How to Format a Reference List
• Example of Reference List
• Thank Your References
• Common Reference List Mistakes
• Sign Up For More Advice and Jobs

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After an interview, prospective employers might ask you to provide them with a list of references. A reference list is a document a hiring manager will use to get a better sense of who you are and whether or not you are the right person for the job. This list is composed of individuals that can attest to your skills and qualifications.

We’ll cover what a reference list is, what to include, and how to format it correctly.

Key Takeaways:

• You will want to include at least three to five references for your potential employer with a maximum of one personal reference.

• The two types of references are personal and professional.

• It’s important to ask the person before putting them down as a reference, and you should follow up with a thank you.

Why Employers Request References

Hiring managers will typically ask for a list of references as part of the initial application process or after a round or two of interviews. Employers need to verify that the claims you’ve made on your resume and in your cover letter are accurate.

A reference can also give real examples of their experience with you, which helps fill in who you are as a job candidate. Sure, you’ll brag about yourself during the interview and in your application documents, but having someone else vouch for your claims carries a lot of weight.

Employers will usually specify how many references they want you to include and what type of information they require about each. Your top priority is to follow all of these instructions perfectly, while also providing a list of high-quality references that can provide a well-rounded picture of you as a professional.

Ultimately, this is a huge help for employers who have to make challenging hiring decisions with many qualified candidates. A good list of references could be the difference between a job offer and being the first runner-up.

Who to Ask For a Reference

Before you begin calling everyone, take a minute to decide who would be the best individual to endorse you. Consider choosing people that will be able to showcase your best and most job-relevant qualities. Politely ask them if they would be willing to help you out in your pursuit to find future employment.

Understand that not everyone would be comfortable giving a reference. Allow them the opportunity to decline and respect their decision. The last thing you would want is to put this person in an awkward position where they feel forced to give a referral they are not comfortable giving.

There are two types of job references: a personal and a professional reference.

1. Professional reference.When a hiring manager asks you to provide a professional reference, they want to consult someone who has previously worked with you. This person will confirm the work you have carried out during your time with the company or corporation.

   Be sure to choose individuals that you have worked with during your time in the company or corporation. It should be someone you can attest to your skills and qualifications, not someone you occasionally speak to at the water cooler. Here is a list of people you might want to consider asking to be your reference:

   • Former employers, bosses, or supervisors

   • A coworker or colleague

   • A vendor

   • A former client

2. Personal reference. A personal reference is an individual that can speak about your character and what you have to offer. Unlike professional references, hiring managers will get a chance to get to know you better and see who you are as a person. This type of recommendation goes beyond who you are in a professional environment.

   While many employers may ask for professional references, a personal reference can give them a better glimpse of your character. This kind of reference is ideal for individuals who don’t have a lot of work experience in a professional setting. He or she will highlight your best attributes and characteristics. For example:

Of course, this means that professional references are given more value than personal ones, as a professional reference can speak directly to your on-the-job skills, qualifications, and professional character traits.

How to Format a Reference List

Generally, job postings will ask you to include at least three to five references, but that all depends on the company. Aim for five people you believe are in your corner and give you a shining stamp of approval.

1. Document title. The document should have a title that states what the form is.

   References For John Smith

2. Contact information. Start by writing down your name, address, and contact information.

   Your Name
   Your Address
   Your Number
   Your Email

3. References list. Remember to confirm with your contacts that the information you include in your list is up-to-date. Include your contacts information, name, title, the company they work for, phone number, and email address.

   Reference Name
   Title
   Company Name
   Company Address
   Reference Number
   Reference Email

   A brief description of your professional relationship

Example of Reference List

References for Melanie Smith

Melanie Smith
123 Thompson Dr.
Duluth, MN 55968
763-555-4567
[email protected]

REFERENCES
Angela Davis
Marketing Manager
Lorimar Cosmetics
321 Jefferson Ave.
Duluth, MN 55968
[email protected]
763-555-3214

Angela and I worked closely on several projects during my time at Lorimar Cosmetics.

Luna Barnett
Office Manager
Director of Human Resources
Lorimar Cosmetics
321 Jefferson Ave.
Duluth, MN 55968
[email protected]
763-555-6543

I trained under Luna’s supervision during my time at human resources for Lorimar Cosmetics.

Mark Weathersbee
Vice President of Sales
Lens Optics
587 MLK Drive
Duluth, MN 55968
[email protected]
763-555-9875

Mark was my direct supervisor when I worked as a sales associate at Lens Optics.

Thank Your References

While your resume can play a crucial role in helping you land a potential job, having references will go a long way. Other than highlighting your skills, asking someone to be your reference is an excellent way to network. Keeping these connections can enhance your chances of getting hired in the future.

Remember to thank your friends and colleagues for taking the time out of their busy schedules to help you out and offer to do the same for them in the future.

Follow up with your contact. They will be excited to know if and when you get hired, and what you’ll be doing in your future role.

Common Reference List Mistakes

While a list of references has a fairly straightforward format, there are a few common mistakes to watch out for.

• Sending your reference list too early. A list of professional references isn’t usually something that you send along with your resume and cover letter. Wait until a later stage in the process, typically after your first or second interview. Of course, follow the instructions of the employer and provide your reference list whenever they request it.

  Of course, if the initial application process requests a reference list, provide it then — following instructions is paramount for landing a job.

  Additionally, don’t include the phrase “references available upon request” on your resume. It’s incredibly outdated and hiring managers know that you’ll provide references if they request it. Don’t waste valuable resume real estate with this useless phrase.

• Incomplete reference information. Make sure to include all of the elements we outlined above for every single reference on your list. Remember to keep your formatting consistent as well, so that the order of information is always the same. All of your application documents should exhibit your ability to present information in a clear way.

• Not giving your references a heads-up. You should definitely get permission from your references before listing them. It’s equally important that you give them a heads-up when you think a call or email from your potential employer is imminent.

  For example, if a recruiter asks for your reference list at the end of an interview, let all your references know that a recruiter should be calling or emailing them in the next couple of days. That way, they aren’t caught off-guard because they’ve forgotten what they agreed to.

• Putting down too many personal references. In a list of 3-5 references, you really should have a maximum of one personal reference. They’re just not as valuable to an employer as professional references because your buddy is obviously willing to write a glowing review of your best traits.

  If you do end up using two personal references, try to think of times when they’ve seen you in a more professional setting or worked alongside you on a project. If you can turn the reference from “college friend” to “academic study partner” or “co-volunteer,” their reference immediately becomes more compelling.

• Not keeping your references informed. In addition to sending them a thank you, you should follow up and let them know the status of your application. Your references will love to hear if you got the job and offer support if you didn’t. Those people want to see you succeed so it’s important to keep them informed.

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Sample Job Reference List

1. Home
2. Job References
3. Sample Job Reference List

Sample job reference list for job seekers. When a prospective employer asks
you for your list of references you should have one ready to give them.

These sample professional reference list templates will help you organize your reference information in the
proper format.

The first question a job seeker asks about employment references is:

Who should I include in my reference list?

You should organize about 3 to 5 professional references that can provide valid details
about your job-related skills.

Think about people who will make the right sort
of recommendations for you. These individuals are likely to be contacted
directly by a potential employer and need to be ready to answer common reference check questions. Use these selection criteria for references to help you choose
the right references.

Once you have decided on who you want to include in your reference list you
need to obtain their permission. These individuals need to be prepared to answer
questions about you and know what to expect.

You can use this sample job reference letter to ask the person to act as a reference for you.

If they are
happy to act as a reference make sure you get their correct and complete details
for your list. These include:

• full name
• current job title
• company name
• street address
• city, state, zip code
• contact number
• email address

What is a Professional Reference?

Sample Job Reference List 1

Henry Roper
654 Eton Road
Rochester, New York 14663
584 665 3456
henryroper@gmail. com

       PROFESSIONAL REFERENCES

Sample Job Reference List 2

It can be very useful to identify the reference’s relationship to you. This
helps the prospective employer decide which references to contact.

Sally Jones
65 Roux Road
Rochester, NY 14663
584-665-3456
smjones@gmail. com

REFERENCE LIST

Ms Kerry Yale, Business Development Manager, HiTech Corporation
55 Greenside Plaza
Rochester, NY 14613
584 634 9034
[email protected]

Ms Yale was my direct supervisor from 2018 – 2022

Mr George Hunter, Marketing Manager, HiTech Corporation
55 Greenside Plaza
Rochester, NY 14613
584 634 9034
[email protected]

I worked closely with Mr Hunter on a number of projects from 2019 – 2022

Dr Don Gordon, Associate Professor, Lubin School of Business
Pace University
861 Bedford Road
Pleasantville, NY 10570
583-773-3746
[email protected]

I was a student of Dr Gordon’s from 2015-2018

Mrs Linda Home, Store Manager, Macys Department Store
100 Main Street
White Plains, NY 10601
583 946 5015
[email protected]

Mrs Home was my manager when I worked part-time at Macys 2016

When should I present my reference list?

Only give the list to a potential employer when you are asked for it.

Avoid
submitting references with your resume, rather state “References available on
request”. Include the references list in your portfolio to hand over when
requested during the job interview.

Most employers will only contact references
after an initial screening of the job candidate. It is time-consuming and is
generally used as part of the final hiring decision.

Should I include my reference list with my resume?

It is advisable to include a resume reference page only if you are specifically requested to send it with your resume or job application.

Professional Resume Reference List

How to email references after an interview

If the interviewer has asked you to forward a list of job references, it
is important to do this as quickly as possible after your job
interview. Your reference list should be included as an attachment with
your interview follow up email

You can use the format provided in the sample job reference list above. Just insert your own details in the professional reference list template you choose.

Be ready for other employment checks

Know what sort of employment background checks the employer is likely to conduct. For a full list of background employment checks go to Employment Screening

Resumes and cover letters

To Top of Page

How to format a list of professional references

Completing the job application process usually involves providing professional references. In many instances, you will need to supply a list of references for the prospective employer after submitting your resume or during the interview process. Either way, it’s best to be prepared with your references list to boost your chances of getting the job.

If you’re preparing for a job interview or in the midst of the application process, learn the format for professional references lists and what steps to take before submitting them, so that you will be one step closer to the desired job.

Purpose of professional references

When an employer conducts interviews for a job, they look at several factors to help them assess the job applicant. They review the job application, which includes a person’s resume. The employer will also conduct an interview if the applicant moves to the next stage of the process. The interview allows the employer to meet with the applicant, ask questions, and get an overall feel for the person’s fit with the company.

The employer also requests a list of professional references. References provide information about an applicant’s work habits, skills, ability to be a team player, leadership qualities, and more. It gives the employer insight into how the applicant might perform in the position posted.

A short, honest list of references always works out best.

When to provide a references list

Submit a list of professional references when the employer asks for them. Often, the job application will indicate that you need to provide references. Other times, the employer will ask for them during or after the interview once they’ve narrowed down potential candidates.

Don’t put references in your resume because it takes up valuable space. Save your resume for listing just your experience and education, and create a separate list for references.

Steps to take before creating a professional references list

Before you create your list of references, consider taking these steps first:

• If you have several potential references, consider selecting those that will best fit the job for which you’re applying. In other words, use those references that can elaborate on relevant work skills and experience. You want the reference list to be customized for the job you’re seeking.
• Not everyone has vast job experience, which means they may not have a lot of professional references. If this describes your situation, you can use character references to highlight your abilities.
• Contact the people you plan to use as a reference to make sure they are able and willing to write one. Some companies may have specific policies that don’t allow them to serve as a reference. Other times, people may not have time to write one. You can write them a professional letter requesting that they be a reference for you, but make sure you also give them an opportunity to decline. However, most people are happy to provide a letter of recommendation for a colleague with whom they’ve had positive working experiences.
• When writing your request for a recommendation, review your relevant skills and experiences with them. This reminds them about your qualifications and provides information about what to write. If they haven’t worked with you in a long time, this will be welcomed, as they may have forgotten critical details.
• Make sure your recommendation request is error-free and formatted professionally.

How to write and format a professional references list

Your professional references list should have your name at the top and indicate what follows are your references. Next is the information for your references, so the employer can reach them to discuss your qualifications. You may also include what your relationship is with the person. Information about the references should include:

• Name
• Job Position
• Place of employment
• Street address
• Email address
• Phone number
• How you know the person

Make sure your references list is left-justified and use a common font that is easy to read.

Sample references list

Unless the recipient specifies how many references they want, sending three is adequate. This is a sample of a professional references list:

References for John Dolan

Allen Avilla
Computer Support Specialist
Runkle Industries
41 Heather Street
Mayhoc, NY 22344
a. [email protected]
(555) 123-4567

Allen Avilla worked in the same department as I did at Runkle Industries.

Elaine Webb
Human Resources Manager
Glinko & Co.
1500 West Mill Rd., Suite 321
Orland, CA 21122
[email protected]
(555) 123-4567

Elaine Webb was the HR manager when I worked at Glinko & Co.

Helen Wade
Engineer
Lexner Enterprises
219 South Third Avenue
Ashtabula, OH 41111
[email protected]
(555) 123-4567

Helen Wade was my colleague at Lexner Enterprises.

Sending Your References List

The way you send the list of your professional references depends on what the employer requests. You’ll want to mail a hard copy of the references in most cases. However, in some cases, the employer may ask you to bring your references with you to the interview. Then you can hand your hard copy to them in person.

Whether they ask you to bring them or not, have a copy ready with you in case they ask for them without informing you in advance.

Some employers may ask you to email the references during the job application process. If you are asked to email your reference list, you may want to “share” the original document as an attachment to retain formatting. You can do so by following these instructions:

Select “Share” at the upper right-hand corner of the Word document. Review the “Share” options and make sure to select the option that only allows the recipient to view the contents and does not let them alter it.

Next, you can choose to send it by email directly from this menu or choose to “Copy Link.” If you choose to send it directly to email, the email application will open, and you will type in the recipient’s address.

If you copy the link, you then need to open your email program and copy the link into the email.

Make sure you use an applicable subject line so that the employer knows the contents of the email and will open it promptly. Here are some options for email subject lines:

• List of Job References
• Professional References You Requested
• Job References
• Job References for [first and last name]
• Reference List for [first and last name]

Internship and Career Center – Creating a Reference List for a Potential Job

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Watch this and other videos on our informational videos page. Check back often for new uploaded content.

SAMPLE REFERENCE LIST

AUDREY KIM
1122 Aggie Avenue • Apt. #33 • Davis, CA 95616
(530) 75#-#### • (415) 48#-####
[email protected]

REFERENCES

Anne Robertson
Associate Director
Sacramento County Planning and Community Development
Department
361 Capitol Mall, Sacramento, CA 95XXX (916) 82X-XXXX
[email protected]

Robert Wood Ph.D.
Director
U.S. Environmental Protection Agency
121 Green Avenue, Philadelphia, PA 19XXX (215) 71X-XXXX
rwood@epa. gov

Janet Collier
General Manager
Student Landowner Education and Watershed Stewardship Program (SLEWS)
Formerly: Assistant Director, Sacramento River Watershed Program University of California, Davis, One Shields Avenue, Davis, CA 95616 (530) 75X-XXXX
[email protected]

References are generally requested and checked after a successful interview and just before offering you a position. Often a potential employer will request a list of 3-5 people you have worked with as references. References can serve as a final confirmation of your skills, abilities and verification of positive on-the-job performance.

Below are some suggested things to consider in selecting and preparing your references:

Who Should Serve as a Reference?

• References can be individuals who know your work style, can attest to your performance, time management, punctuality, professionalism on the job and ability to do the work.
• References can be selected from a part-time or full-time job, an internship, volunteer or paid work experiences.
• References might include current or former supervisors, faculty mentors, campus staff or advisers, coaches or anyone in a professional position who can speak about your character, skills and work ethic.
• References should NOT be family, friends or peers.
• Do not choose people who are not well versed on your background and accomplishments.
• Choose people who have known you for a minimum of three months, though the longer they have known and worked with you the better.
• If you must choose between several people who know you well, select those who witnessed you in positions most related to the prospective job.

Preparing Your References

• Always ask permission from your references BEFORE you use their names. Ask if they are willing to provide a strong, supportive recommendation.
• Make sure you have current contact information (i.e., name, position, organization, email and phone number).
• Ascertain if they are available via phone or email during your critical search time.
• Prepare them in advance by sharing your current resume or CV and cover letter, and the position description.
• Be sure to thank your references after the selection process is complete; it is always best to maintain a strong, ongoing, and professional relationship.

When Submitting References

• You will need to bring at least one copy of your reference list to your interview. Some employers may ask for it before the interview.
• If an employer does not ask by the end of the interview, you should ask them if they would like reference information.
• Create a consistent and professional application packet; your list of references should have the same font, format and paper choices as those used for your resume and cover letter.

When a Reference Letter is Requested

• There are some applications that may require a letter of recommendation (i.e., fellowships, scholarships, jobs and/or internship programs like the Washington Program and UC Center Sacramento).
• Follow the aforementioned process to identify, prepare and thank your letter writing references.
• Formally ask your references via phone, email or in-person meeting with ample time to allow them to write a letter.

Additional Considerations

• Remember—a reference can be asked about your performance, skills and abilities. They may also be asked about your interpersonal skills, leadership qualities, communication style, conflict resolution capacity, decision-making and whether you have a clear understanding of your field of study or a specific type of work.
• Any inconsistencies between what you say about yourself in an interview and a reference’s responses could eliminate you from consideration for a position.

How to List References on a Resume

Special Offer

How to List Your References:

A detailed guide to listing references on a resume. Includes helpful tips and examples.

1. 

Identify what is required.

1.1 

Determine the number of references to include.

The number of references you include in your reference list will depend on your career level. Entry-level positions generally require about three references, while more senior positions may require five to seven references from different times in your professional history.

For the most part, prospective employers will give you guidance on how many references they will want you to include on your reference page.

The best references usually include:

• Current or former managers or supervisors.
• Current or former coworkers.
• Current or former employees or direct reports.
• Academic advisors.
• Professional mentors.

Try to choose only those references that can advocate your qualifications as they relate to the job you are applying for as well as those who you know will give you a positive reference.

2. 

Setup your reference page.

2.1 

Create a separate page for your references.

In general, you should list your references on a separate, dedicated “resume references” page to be added as the very last page of your resume. However, if the job ad does not specifically request references, do not include them in your resume.

Also, do not add the phrase “references available on request.” It wastes valuable space on your resume, and if the recruiter wants references, they will ask for them.

2.2 

Use the same font as on your resume.

Ensure that your references page matches your resume and cover letter. Maintaining the same format, font, margins, and color schemes across your resume, cover letter, and reference page will present a professional resume package.

3. 

Start with your personal details.

3.1 

Provide your personal information.

Start your reference list with your name, phone number, and email address, just as it appears on your resume and cover letter.

Add a simple line under your contact information to clearly separate it from the rest of the information on the page.

3.2 

Add a title.

Below your personal information, add a title such as “references” or “professional references.”

4. 

List your references.

4.1 

Select your most relevant references.

Most employers, if they ask for references, will limit you to three, so you will need to carefully and wisely select the most relevant references. This should include people who can discuss your talents that are specific to the job you are applying for. Therefore, consider:

• Whether the reference works in the same industry as the one you are applying for.
• Which reference can best highlight your skills applicable to the job you are applying for.
• Which references are not suitable to give you a reference for the particular job you are applying for.

4.2 

Arrange your references to your advantage.

List those references that are most likely to give you a great recommendation at the top. If you are adding references for different fields of work, you can sub-divide your references into different sections to make it easier for the recruiter to read.

5. 

Format your references.

5.1 

Use the correct format.

The best way to list your references would be to use the following format:

• The reference’s first and last name.
• The reference’s professional title/position.
• The name of the reference’s company.
• The reference’s phone number.
• The reference’s email address.
• The reference’s relationship to you.

Do not list your reference’s personal address to protect their privacy, and because hiring companies no longer contact references by mail.

Example Reference Page:

Elizabeth Brown
123 123rd Street,
New York, NY 10118
1 (800) 555-1234
elizabeth.brown@gmail. com
______________________________

Professional References:

Jane Brown
Operations Manager
Four Seasons
1 (800) 555-5678
[email protected]

Jane was my direct supervisor at the Four Seasons hotel while I worked as a Front Desk Receptionist from 2017 to 2020.

John Smith
Head Waiter
The Steak House
1 (800) 555-9012
[email protected]

John was my colleague at The Steak House where I worked as a waiter from 2014 to 2017.

Jason Young
Assistant Manager
Wallbridge House
1 (800) 555-3456
[email protected]

Jason was my supervisor at Wallbridge House while I worked as a Cleaner from 2013 to 2014.

Should You Include a Reference Section on Your Resume?

Some employers may ask you to submit references as part of your resume while others may ask for a reference list after the interview or in the final stages of the hiring process. However, offering a list of references with your resume is generally not the best policy.

If a job posting does not request references, you should not include them on your resume or with your job application. It has become more common in recent years for companies not to provide references for former employees as a way to avoid potential lawsuits, so more and more employers do not ask for them.

Also, resume experts agree that a general rule of thumb is not to add any references due to space and time issues. Generally, you will want to keep your resume as short as possible, and adding references that an employer probably won’t use is wasting space that could be used for more important information.

The recruiter reading your resume also generally does not have a lot of time and will probably not reach out to your references unless you are short-listed for the job. This is usually why prospective employers do not ask for references until after the interview period.

However, in some job postings, recruiters will request references or testimonials in your resume or as part of your job application and, if so, you should follow the instructions exactly. If references are not explicitly requested here, you may be asked after your interview to submit a reference list.

Having a Master Reference List Ready:

It is helpful to have a complete “master” list of references already prepared, even if you are currently not looking for a job. This way, whenever you are asked for your references you will not struggle to come up with appropriate contacts on short notice. Gather together your professional contacts along with their names, titles, organizations, phone numbers, and email addresses and keep them handy.

If You Are Using a Master List:

If you are selecting references from a master list, remember to give them at least a two-week head’s up that you are applying for a new job so that they can prepare a great reference for you.

When Listing References on a Resume:

If you are applying to a job where the job ad specifically requests your references be listed on your resume itself, you will want to add just the basics in order to save space.

The best way to format these references is as follows:

• The reference’s name — their professional title and the company name.
• The reference’s email address.
• The reference’s phone number.

Add a heading, such as “references” or “professional references”. To further save space, you can use two columns to list your references.

Example Resume References:

Example 1:

Jane Brown — Operations Manager at Four Seasons
Contact: [email protected] — Phone number: 1 (800) 555-5678

Example 2:

John Smith — Front of House Manager at The Steak House
Contact: [email protected] — 1 (800) 555-9012

Additional Tips:

• After the hiring process, remember to thank your references for helping you in your efforts to find a new job.
• Keep a separate list of references for confidential job searches. This is useful when you want to privately search for a new job and do not want any of your colleagues or supervisors to feel uncomfortable.
• It is never too early to prepare a list of references as the more choices you have, the easier it will be to supply strong options during the hiring process. You will just need to remember to ask your references’ permission when you do decide to start a job search and to give them adequate warning that they may be called to provide a reference.
• If you don’t have many references, you can reach out to just about anyone you know for a character reference but it is best to avoid using family members.
• Be careful of adding someone who you have had a personal or professional conflict with as a reference. They will not be motivated to give you a good reference.
• Make sure all of your references are comfortable with being used as a reference, particularly if you are currently working with them.

Recommendations that prevent a candidate from ever getting a job

HR managers fundamentally distrust letters of recommendation that job seekers bring on paper, signed and stamped. Because they know very well how they are made. Most often, a person comes to his manager and says that he needs a letter of recommendation. To which the authorities replies: “I have no time, write yourself what you want, I will sign it.” However, hiring managers are very interested in recommendations – from your former colleagues, bosses, partners, or well-known experts in the industry. How can a candidate properly prepare for the collection of references:

 Your CV must include 5-7 people with whom you have worked in different companies, with email addresses, phone numbers, names and job titles. Another option is to contact people who are known in the market and who can give positive feedback about you.

If you post a resume in the public domain on job search sites, indicate the name, surname and position of the person who will recommend you, but never leave the phone numbers and other contact details of these people in the public domain. Just write “contacts on demand”. You can specify contacts only if you send a resume to the company directly.

 If you are currently working, but are looking for a new job without your current employer, you should hardly indicate the employees who are currently working in your company as recommenders, so as not to shine the current company and the fact of a job search. Whom to indicate? Either your clients, or partners, or well-known people from the market who can recommend you.

 You need to warn people who refer you in advance that representatives of such and such a company can call them and ask for recommendations about you. The person must be allowed to give his phone – it is impossible to use it without the knowledge of the recommender. Not all people want their contacts to become public.

A person must be prepared for the fact that they will call him, otherwise he will not have time to collect his thoughts and will not give a meaningful response. Warn him that he will be asked to talk about your job responsibilities, give a personal description, name your specific work successes, say how long and in what capacity he has known you, indicate your strong professional and personal qualities.

 If you’re expecting the referee to just say you’re a good person and the recruiter is satisfied with the answer, you’re very wrong. Quite often there are situations when a HR specialist calls a recommender and he starts praising the candidate. He keeps asking: how did you work with him? And why did the name leave? Interesting details are usually found out, and about 20% of recommendations smoothly move into the category of anti-recommendations. Therefore, you need to be 100% sure that the recommender will not be able to say anything that will play against you in the end.

HR managers want to know the real reason why you left your last job. Quite often candidates answer this question insincerely. For example, there was some kind of conflict and the person was asked to leave, and the candidate assures that he left on his own, because “he completed all the tasks.”

If a candidate is applying for a high position, recruiters will certainly ask for recommendations not only from their immediate supervisor or colleagues, but also from well-known specialists in this field in general, because the reputation of the future top manager should go ahead of him. They will ask what projects you took part in, where you made mistakes, what were the relationships in the team. It doesn’t matter if you were loved at your last job or not. It is important that you are able to build conflict-free team working relationships and not destroy them even if there are disagreements.

 All people are subjective, which is why a qualified recruiter does not limit himself to one recommendation, but collects 3-5 of them, sometimes even seven. Only then can an objective picture be obtained.

People often settle scores with the help of recommendations, especially if there was not so much a work conflict as a personal conflict. In this case, I recommend that all candidates be the first to talk about problems at their previous job. For example, if you resigned with noise, don’t be silent, you still won’t be able to hide this fact. And if you tell first, you can interpret the story in your favor. It’s not about lying, it’s about getting your point across.

 An important function of recommendations in our time is access to closed vacancies, which are now abundant on the market. We are talking about vacancies that are not published on open resources, because now there is a crisis and after the publication of a vacancy, especially with high pay and a high position, recruiters are overwhelmed by an avalanche of people who cannot get a job for a long time and out of desperation respond to anything. Therefore, recruiters look for candidates for closed vacancies by contacting those people who can recommend someone in this industry. And if you can be recommended by experts whose opinion is highly valued, you will regularly receive job offers that you did not even know existed.

The author is the founder of the Anti-Slavery project

what to ask about the candidate from his previous employer

There are two ways to find out what the former employer thinks about the candidate. The first option is to get a ready-made recommendation from the applicant. Fast, but doubtful, since often such recommendations are written by the employees themselves. As a result, the letter may contain 99% positive information and few details that help to form the right impression about the candidate.

The second method assumes that you collect feedback yourself – call or write to people with whom the applicant has worked. The principle of collecting feedback in this case will not be very different. You will need to prepare a list of questions that are important in making a decision about the candidate and that the previous employer can answer.

At the same time, live communication, of course, gives more flexibility – you can direct the conversation and ask questions that arise at the moment, as well as monitor the intonation reactions of the interlocutor.

Olesya Plotnikova, head of the recruitment and adaptation department at HeadHunter , recommends moving from the general to the specific in an interview:

“As a rule, when collecting feedback, we ask not one, but two or three people. This is the immediate supervisor, customer or employee to whom the candidate was indirectly subordinate, but performed important tasks, as well as a person in a similar position. During the interview, you can ask closed questions, but there is a risk of getting socially expected answers to them. In addition, we do not know the relationship between the candidate and the employer. To avoid this, I recommend moving in a structured way and asking questions from the general to the specific. At the beginning, you can ask how the candidate and the employer / colleague interacted at work, how often, what projects they implemented, how many people were in the team and what the results of the work were. Then carefully add questions about the risks that you want to confirm or refute. For example, an abstract question: “How do you rate this person’s communication?” If you are confused by the person’s communication style. The question is vague, it is not clear from it what exactly confuses you. At the same time, the interlocutor can give a detailed answer, and you will have something to think about.

HRspace recruiter Sergey Kuskov offers to write a clear script for the conversation. This will allow you not to forget anything and create an atmosphere in which the interlocutor will be ready to share information. This guide will be especially useful for novice recruiters:

1. Introduce yourself (last name, first name, position).
2. Specify who I communicate with (name of the interlocutor, position in the company).
3. Is it convenient for the interlocutor to talk to me at the moment?
4. Indicate the time interval for our communication (usually I call 3-5 minutes, but the conversation can go up to 10 minutes).
5. Ask a closed question: did the candidate work for the company? (answer: yes/no)
6. Ask an open question: what can you say about the candidate as an employee and colleague?
7. Ask a clarifying question depending on the position of the candidate: possible achievements (preferably in numbers), possible mistakes in work and / or shortcomings, managerial skills (for managerial positions), etc.
8. Reason for the employee to leave the company?
9. Possibility of receiving a recommendation in the form of a letter (electronic and/or paper).
10. Thank the other person for their time and information.

Add your options depending on the questions that concern you. For example, when there is a feeling that a candidate is not stress-resistant enough, you can find out how he experienced project launch situations, his mistakes or criticism from his superiors. The main thing is to have a list of questions at your fingertips, as in a conversation you can forget to ask something.

It happens that during the dialogue you understand that the candidate had a conflict with the previous employer. You should not ignore this information, it is important to try to understand it.

“Don’t be afraid to ask directly what exactly was the conflict, who initiated it, how did the candidate and leader/colleagues get out of this conflict? – advises Olesya Plotnikova, head of the selection and adaptation department of HeadHunter . — Regarding the conflict, it is difficult to make the only right decision by listening to only one person, since in this situation there are at least two sides. After getting information from a past supervisor or colleague, it’s best to go back to the candidate and ask what they have to say about it. After that, correlate the versions and draw conclusions. There were times when we asked about the conflict, and the former leader directly said: “Yes, there was a conflict. We parted on “swords and daggers”, but I am wrong in this situation.” This also happens.”

If you still have unresolved doubts after the interview, test tasks and the feedback gathering stage, it may be worth refusing the candidate or connecting the security service.

If a former employee asked you to write a letter of recommendation, you can do it in free form. But it is better to convince him that asking for references directly from a potential employer will be more effective. Letters of recommendation on paper are becoming increasingly rare in the practice of recruiting, and personal communication is much more important and informative. Your willingness to answer questions from a representative of the company where your former employee will be hired will be an additional help in the process of his new employment.

When you are approached for a telephone recommendation, leave the conversation to the caller. If a former employee warned in advance that they might call you, take some time to prepare for the conversation: remember the features of working with him and his professional qualities. So you can give the interested company useful information.

By the way, applicants also check companies. According to hh.ru, 89% of candidates learn about potential employers, 64% research reviews of former / current employees on the Internet, 39% – check the information on the website of the Federal Tax Service. So the test is most often mutual. Both parties benefit from it: employers understand that hired employees meet the requirements and values ​​of the company, and applicants choose companies that can be trusted and that have a healthy working atmosphere.

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Resume recommendations + tips and examples 2022

COMPLETE RESUME ONLINE

How do you convince an employer that you are a valuable employee? Of course, these are recommendations from a previous job! They will prove that the authorities did not want to part with you. So let’s figure it out: why recommendations are needed, who can provide reviews, and how to write them in a resume correctly.

Content:

• Do you need references in your resume?
• How to include references in a resume
• References from a previous job
• org/ListItem”> Recommendations on request
• Letters of recommendation
• Who can give recommendations
• An example for writing recommendations in a resume

At the interview, people are worried and forget to talk about important things, others feel too self-confident and brazenly exaggerate their merits. We need an objective and sober view that will put everything in its place. Therefore, the manager is interested in the opinion of people who worked with you.

Expert opinion

Ekaterina Troitskaya

Recruitment Manager

The meaning is very simple: if there is no person in the previous position who can talk about the benefits brought during the work, then it is unlikely that a new company needs such a specialist.

The whole value of recommendations can be divided into several points:

• Checking the quality and reliability of information.
• Identification of the features and talents of the applicant.
• Determination of your real potential and achievements.

Recruitment companies conducted a survey among 500 recruiters and found out in which cases they decide to call based on the recommendations presented in the resume.

# Do you need references in your resume?

The column is optional, only 19% of employers require feedback from previous jobs. They are mainly needed for professions that involve working with children, protecting valuables and leadership positions.

Expert opinion

Ekaterina Troitskaya

Recruiting Manager

References make you look better than candidates with no positive references.

Importance of recommendations for a supervisor
when hiring an employee

The employer asks for recommendations, if necessary. But by specifying them in advance, you give the manager the opportunity to check the accuracy of the data in the resume.

Warn the referrer about the transfer of his contacts before the next employment, since the open disclosure of personal data is against the law (public contacts can be disclosed).

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# How to indicate recommendations in resume

Recommendations should be indicated at the end of the form – the last column in the resume (view). The template has been prepared and is available for download at .

There are several ways to provide information (they can be combined):

1. Write the contacts of recommenders in the resume.
2. Attach letters of recommendation.
3. Provide links to references in the cover letter.
4. Provide contacts upon request.

There are good, neutral and negative reviews, but they do not always produce the expected impression. Pay attention to the quality of the characteristics – one is enough, but good!

According to the survey: 62% of companies receive a bad reference from a former boss when calling.

To check the quality of the responses, you can resort to the advice of one of the applicants:

• After calculating and receiving the necessary documents, go to the former boss and ask permission to provide his mobile phone for recommendations when looking for a job.
• Install an application for recording telephone conversations, in the future you can record telephone conversations with customers for analysis and listen to any other calls (very useful thing!).
• Ask someone you know to call the company to get a response about your suitability. Make such calls with a period of at least 5 days. Work out the legend for each call in advance.
• If they respond positively, you will be sure that you are not being slandered and look for reasons in yourself, or that you say something wrong at the interview.
• If the feedback is negative, you can personally come to the former manager and talk without showing the record. Say about the impression that the company speaks unflatteringly about you. Then a week later, make a call again and record. If again there is a slander, then go to a lawyer for a consultation.

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# Recommendations from a previous job

Bosses have a stereotype: if there are no recommendations, the employee is bad or lazy. No one will advise bad, and the lazy will not ask for a letter of recommendation. If you have worked well, then it is natural to ask for feedback, this is 50% success when applying for a new job and.

It is important for an employer to make sure that you are an honest and necessary person in the company. Therefore, the recruiter can contact the former manager and hear his opinion about your skills.

The column must contain full information about the former boss:

• Full name of the recommender.
• Position and company name.
• Phone and e-mail.

Expert opinion

Nikolay Borozdin

Director of recruitment agency

Do not even think about making a recommendation yourself or from a fictitious person with fictitious data. If the recruiter determines the lie, the reputation will be ruined, and the job will be lost.

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# Recommendations on request

You can indicate that you will provide specifications on request. They will be asked by a new boss or security service if this is a mandatory criterion for employment.

They call past jobs to clarify information in the resume, usually this is the last stage of selection of candidates before the interview. According to the survey, the manager is interested in information:

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# Letters of recommendation

Live reviews sound more convincing than written ones, so letters are not trusted for two reasons:

1. Candidates can write a letter themselves.
2. It is written upon dismissal (reduction) in order to disperse peacefully.

Expert’s opinion

Ekaterina Troitskaya

Recruitment manager

But letters add chances and attract due attention, so it is important to provide information correctly and it must be true.

A correct letter of recommendation must contain:

1. Contact information and position of the recommender.
2. Signature and date of issue.
3. Letterhead of the company.

Click to open a sample letter

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# Who can give recommendations

Any person from the labor collective has the right to write a description or write a response about the work. If you have just finished your studies and are a graduate of a university, then the dean of the faculty or the supervisor of the industrial practice will be suitable for compiling a profile.

How competent and meaningful the review will be depends on the recommender’s status. The survey showed whose characteristics are most valuable for a personnel officer:

to the content Therefore, there are 2 ways to complete the section.

Indicating other people’s phone numbers in a resume is considered bad form, so it is advisable to indicate only mail. And the phrase “recommendations will be provided upon request” is perceived arrogantly – I advise you to write in more detail.

Example #1. Write contacts for communication in the form.

Ivanov Ivan Ivanovich
Chief manager of the company “Nova”
mail: [email protected]

Example No. 2. Give them the opportunity to ask them in person.

There are recommendations about my work, I will gladly provide them.

If you have nothing to write, leave the line blank or write that you have not asked yourself to be recommended before.

I tried to answer all questions on the topic, but if you have something to ask – write comments, I will answer with pleasure. Pay attention to what you allow in your resume and share the article on social networks with colleagues.

This article was written by an expert

Nikolai Borozdin

Director of recruitment agency | Contact me

8 years of experience in HR in companies with up to 2,000 employees. I passed through thousands of resumes, hired and trained more than a hundred specialists and managers.

Recommendations for the preparation of a research paper

How to properly collect recommendations about candidates

Earlier we told you what questions to ask your interlocutor in an interview in order to encourage him to communicate and get honest answers. But relying only on the words of the candidate is not worth it: there is a possibility that he will embellish his skills or hide something. It is better to spend a little time and gather references to avoid the hiring mistake.

We talked to Ekaterina Selezneva, Head of IT/Product at Benchmark Executive. Ekaterina told how recommendations are useful for an employer, who to contact with questions and how to build a conversation in order to collect more information.

Ekaterina Selezneva,
Head of IT/Product at Benchmark Executive

What we will tell you about

⭐ Why collect recommendations

Referrals can reveal things that the candidate didn’t mention, such as an argument with management or workplace misconduct. I have heard of cases where a candidate was denied employment because he was fired from his previous job for disclosing trade secrets. Such a secret can be customer contacts, income amounts or a unique product recipe.

References help to find out such information about a candidate before they are hired.

There are three parties involved in collecting referrals:

1. A recruiter or other employer representative who collects referrals.
2. A candidate is someone who applies for a position and can provide contacts of people who are ready to talk about him.
3. Referrer – a person who gives information about the candidate.

When you can do without recommendations

The employer may use another way to test knowledge, experience and skills. For example, ask the candidate for a portfolio of work or give a test task. These methods often test people who “work with their hands”: editors, designers, and developers.

For example, “live coding” is often arranged for developers – when a candidate is given a task, and he solves it in the presence of a technical specialist from the employer.

Some employers collect referrals simply because that’s the way it is. But there are cases when testing a candidate’s skills in practice is more important than getting recommendations.

Recommendations are used when the candidate is difficult to verify otherwise, for example, if he is applying for a managerial position. In this case, it’s not how a person writes code or an article that is more important, but how he manages a team and sets tasks for employees.

Whom to contact for references

The recruiter can communicate with any person whom the candidate recommends. The main thing is to make sure that the interlocutor is ready to communicate.

It would be better if the candidate gives several contacts: for example, an ex-manager, one of the former subordinates and colleagues. This will allow you to collect more reliable feedback – you can not rely on the opinion of one person, because it can be biased.

One referee is not enough to gather a diverse opinion about a candidate’s work. It is better to get information from at least two or three people.

It is advisable that the candidate warn the referrer in advance that they may be called and asked questions. Then the recommender will be ready for a conversation – it is more likely that he will share information.

If the candidate has not yet talked to his employer about leaving, you can ask him for contacts from a previous job. The principle is the same: the number of the former leader, colleague or subordinate will come in handy.

How referrals are collected

Collecting contacts

First, the recruiter asks the candidate for contacts of people who can give him a recommendation.

If the candidate does not have contacts, you can contact the Human Resources Department of the previous employer and find out who to talk to. The main thing is to warn the candidate in advance who you plan to call to get information.

Candidates usually share contacts. If a person does not want to be called at work, you need to clarify the reason. He may not have told anyone that he was thinking about leaving, that’s a secret. If there is no objective reason, it is worth considering whether the candidate is hiding some information.

Preparing questions

In order not to forget to ask about something important, the recruiter prepares questions for the referrer in advance.

What to ask:

• What tasks did the employee perform?
• How did you communicate within the team?
• How did you cope with the tasks?
• What are his strengths and weaknesses?
• Have there been conflicts within the team with this employee?
• Would you like to work with this person again if the opportunity arose?

There is no universal list of questions, they differ depending on the position of the recommender. For example, a candidate’s manager can better evaluate how he performed work tasks, and a colleague – how he built communication with the team.

Communication with the referrer

It is better to check with the candidate in advance how best to contact the referrer. Everything is individual: one person can be called, while the other is configured to communicate only in instant messengers or by e-mail.

Before calling, you should first write: explain who you are and for what purpose you are contacting, as well as clarify when and how it will be convenient for the interlocutor to talk. It is important to remember that the referrer is not required to comment, so it is worth building communication with respect for his time.

When you call, you need to introduce yourself again and remind where you are from and why you are calling. So the interlocutor will be able to remember you if by the time of the conversation he had already forgotten about the content of the letter.

Some referees do not give feedback by phone, but ask for a formal request. Then you need to compose a letter and send it by mail – regular or electronic. The request is made in free form, the main thing is to indicate from whom the letter is from, to whom it is addressed and to which person the recommendation is needed.

For example, a formal request for a recommendation might look like this:

What to do if the recommendations differ

There are times when one person speaks positively about a candidate and another negatively. Then you need to talk to the candidate: report that you received a negative review, and clarify why this happened.

A negative review is not a sentence, but a reason to talk to the candidate and find out why they are being talked about that way.

Based on the candidate’s response, conclusions can be drawn whether it is worth paying attention to a negative review. When in doubt, it’s best to talk to someone else who might know about the conflict, such as a former colleague of the candidate. This will allow you to explore the controversial situation more deeply and understand on whose side the truth is.

Typical mistakes in collecting recommendations

Collect referrals without warning

It is better for the recruiter to inform the candidate about his plans. If you keep silent about the collection of recommendations, you can accidentally substitute a person in front of his employer. For example, if the candidate has not yet told anyone that he plans to change jobs.

Call recommenders without warning

Before calling the recommender, I advise you to write him a message and ask when he can talk. Breaking into a person’s life without warning is not worth it: the interlocutor may be busy and not wait for a call – then a useful conversation will not work.

Ask non-work questions

Do not ask personal questions about the candidate. From the outside, it looks as if the recruiter came to collect gossip. The referrer may convey to the candidate that the potential employer was very interested in his personal life and asked tactless questions. It is possible that after this the topic of employment will disappear by itself.

In addition, the candidate can tell friends about this incident or leave a negative review on the Internet – then the reputation of the employer will be at risk.

References at a Glance

1. References help validate a candidate’s words and make sure they have the experience they were talking about.
2. Recommendations are a tool, not an obligation. If a candidate’s skills can be tested using a portfolio or test, then it is not necessary to collect references.
3. It is best to ask for references from at least two people. It is difficult to objectively judge a candidate based on one review.
4. Recommendations are collected as follows: first, contacts are clarified with the candidate, then questions are prepared and the recommender is contacted.
5. If the opinions about the candidate differ, it is worth asking him why this situation arose.
6. Common mistakes of novice recruiters:

• do not inform the candidate about the collection of recommendations;
• call referees without warning;
• ask questions that are not related to work.

Save all the impressions about the candidate directly in Huntflow

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Recommendations of Rospotrebnadzor dated May 8, 2020 “Defining a set of measures, as well as indicators that are the basis for the phased lifting of restrictive measures in the context of the epidemic spread of COVID-19”

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Recommendations Rospotrebnadzor dated April 20, 2020 No. 02/7376-2020-24 on the organization of the work of enterprises in the context of continued risks of the spread of COVID-19

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Rospotrebnadzor Recommendations No. 02/7373-2020-32 dated April 20, 2020 on organizing the operation of transport and transport enterprises in the context of continued risks of the spread of COVID-19

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Rospotrebnadzor Recommendations dated April 20, 2020 No. 02 /7374-2020-32 on the organization of the work of agro-industrial enterprises in the context of continued risks of the spread of COVID-19

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Rospotrebnadzor recommendations dated April 20, 2020 No. 02/7329-2020-27 on the prevention of a new coronavirus infection COVID-19 among workers in the construction industry

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On the requirements for organizing laboratory tests for a new coronavirus infection

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Algorithm for the actions of medical personnel in case of suspicion for a new coronavirus infection

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Interim recommendations of Rospotrebnadzor dated January 21, 2020 No. 02/706-2020-27 on laboratory diagnosis of a new coronavirus infection caused by 2019-nCoV»

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Rospotrebnadzor Instruction No. 02/770-2020-32 dated January 23, 2020 on disinfection measures to prevent diseases caused by coronaviruses

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Rospotrebnadzor recommendations dated 25 January 2020 No. 02/847-2020-27 on preventing the spread of a new coronavirus infection (2019-nCoV) in medical organizations

pdf • 5. 2 MB7-2020-33 “Temporary procedure for the final laboratory confirmation of a case of a new coronavirus infection”

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Rospotrebnadzor recommendations No. General Educational Organizations”

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Rospotrebnadzor Recommendation No. 02/2120-2020-32 dated February 13, 2020 on preventive measures and disinfection of motor vehicles for the transportation of passengers in order to prevent the spread of a new coronavirus infection”

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Rospotrebnadzor Recommendation No. 02/2230-2020-32 dated February 14, 2020 on the implementation of preventive and disinfection measures to prevent the spread of a new coronavirus infection in public catering organizations and food units of educational organizations

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Rospotrebnadzor Recommendation No. 02/3401-2020-27 dated March 3, 2020 on additional measures for coronavirus infection

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Rospotrebnadzor Recommendation No.