As of: 14 July 2026. A CV shows positions, a cover letter explains motivation, and work samples make results visible. Sometimes a question still remains: How did this person actually work? This is precisely where professional references can help. A former supervisor, a project manager or a client not only confirms that a task was completed, but can also evaluate the person's working methods, responsibility and collaboration based on their own experience.
References in the application They are usually voluntary in Austria. When used properly they strengthen credibility, especially for responsible roles, at the start of a career, after self-employment or when switching to a new field. However, a long list of names without relevance to the position is unlikely to convince. What matters are selection, consent, relevance and a clean presentation.
What is meant by a professional reference
A reference is a person who can provide information based on shared professional experience. This can be a former supervisor, a project manager, a client, a mentor, or a close colleague. The company to which you are applying may contact that person and ask about tasks, results, and collaboration.
Distinct from that is the letter of recommendation. It is written in advance and attached as a document. The AMS describes it as a voluntary, personally worded recommendation that confirms information from the application. An employment reference (Dienstzeugnis), in turn, is a formal document from the employer. The Chamber of Labour points out that the statutory entitlement in Austria generally includes information about the person, the company, the duration of the employment relationship, and the type of work. An assessment of the quality of work is not automatically required.
Those who know the differences can combine the documents purposefully: the employment certificate documents the employment relationship, the reference enables follow-up inquiries, and the letter of recommendation provides a personal assessment in written form.
When references are particularly useful
References are not a required attachment for every application. They are valuable where they reduce a specific uncertainty. This is true, for example, when filling a leadership role, when project responsibility is not obvious from the job title, or when work from consulting, sales, and client projects cannot be shown publicly.
Recommendations can also help when starting a career. Suitable contacts then include internship supervisors, instructors, those responsible for training, or leaders of a relevant volunteer project. For self-employed people and freelancers, clients are often more informative than traditional certificates. When switching careers, a reference can confirm that transferable skills such as organization, customer communication, or team leadership have already been applied in practice.
The AMS cites letters of recommendation as a useful option, among other things, for internships, career entry, promotions, leadership positions, job changes, and freelance activities. However, fit remains decisive: a strong recommendation for a completely different task is less helpful than a specific statement about the exact competency that matters in the target role.
Who is really suitable as a reference
The most well-known name is not automatically the best choice. Good referees have worked closely enough with you to describe specific situations. They should know your role, your results, and how you collaborated. A managing director who saw you only at two meetings may look prominent on paper but can be less credible than a direct project lead.
Assess potential referees using four questions:
- Has the person observed my work for a sufficiently long period of time?
- Can they confirm skills that are relevant to the specific position?
- Do they know of measurable results or verifiable examples?
- Are they likely to provide reliable, objective, and positive information?
Karriere.at lists former supervisors, colleagues, project partners, as well as customers and clients as possible references. For many applications, two well‑chosen people are sufficient. More contacts do not automatically increase the value of the references and can quickly make the application documents confusing.
Always obtain consent before naming someone.
Do not share names, job titles, telephone numbers, or email addresses without consulting the person first. Ask them explicitly whether they are willing to act as a reference and which contact details may be used. This is not only respectful, but also prevents unpleasant surprises. An unprepared reference may not immediately recall project details or may be unreachable for an extended period.
The request should briefly explain which role and which company you are applying to, why this person in particular would be helpful, and what kind of contact to expect. Then send the job posting, your current CV, and two or three points that are important for the position. This is not a script for canned answers — it simply helps the person quickly put relevant shared experiences into context.
Also inform your references when you withdraw from the application process or the position has been filled. Anyone who repeatedly asks for support should be considerate of other people's time.
Where references can appear in an application
There isn't only one correct placement. If a reference list is explicitly requested, a separate, clear page is appropriate. It can include name, current position, company, professional relationship and shared contact details. In the CV a short section at the end is often sufficient. In the cover letter a reference should only be mentioned if it directly supports a central argument.
If you don't want to share contact details already in the first round of applications, you can indicate 'references available upon request'. Then you and the reference decide when the details will be provided. Also check the requirements in the job posting or application portal. Some companies only ask for references in a later selection round.
The reference list should, like the other application documents carefully checked be: consistent spelling, up-to-date job titles, correct contact details and a clear relationship to the applicant. Private addresses or unnecessary personal information should not be included.
What makes a good letter of recommendation
A letter of recommendation is stronger than a general paean of praise when it contains concrete observations. According to the AMS it should explain the relationship between the writer and the person being recommended, state the reason, assess professional as well as personal strengths, and make a clear recommendation. About one page is usually sufficient.
The letter becomes credible through details: What responsibility did the person have? What problem was solved? How did they work with others? What was the outcome? General phrases like “always very committed” say little if they are not tied to an example.
The letter should be up to date for the target role and include an identifiable sender. A scanned signature alone does not make the content credible; actual collaboration and reachable contact options for follow-up are more important. Applicants should not draft the document themselves as a finished recommendation. They can, however, provide the person asked with tasks, project details, and desired focal points.
Reference, employment certificate, or work sample?
The three types of documentation serve different purposes.An employment certificate documents employment and duties.A reference gives a real person the opportunity to contextualize experiences.A work sample shows the result. immediately.
In technical, creative, or scientific professions a work sample can often demonstrate more than a recommendation. However, the AMS explicitly lists references and letters of recommendation as possible alternatives when no work sample is available. This is relevant, for example, for confidential client projects, internal processes, or career entrants. Strong applications choose the evidence that most directly supports the main claim.
How to prepare for possible follow-up questions
Recruiters typically do not ask referees to repeat the résumé. They are interested in concrete tasks, reliability, teamwork, ability to work independently, strengths, and areas for development. For leadership roles, team management, conflict-handling, and scope of responsibility may be added. For projects, deadlines, quality, communication, and your individual share of the outcome often matter.
If the application and the reference report do not match, explanations are quickly required. Therefore describe roles and achievements precisely. From "led a project" it should be clear whether you coordinated the technical aspects, were responsible for the budget, or exercised disciplinary leadership of a team. References should also know which wording appears on the résumé so that the same work is not unintentionally described in completely different ways.
After a Job interview you can assess whether a reference check is likely. Inform the person concerned promptly, rather than only reacting after a surprising phone call.
What to do if no references are available?
Missing references are not a disqualifying factor. Especially career starters, people returning after a long break, or employees conducting a discreet job search may have good reasons not to name current supervisors. Do not invent contacts or put anyone under pressure. Instead, use work samples, project descriptions, certificates, internship confirmations, or verifiable results.
In a confidential application it is usually unwise to list your current manager as a reference without prior warning. A former project manager, a previous client, or a mentor may be more appropriate. Briefly explain during the process why current contacts can only be provided at a later stage. Professional recruiters understand that an ongoing employment requires discretion.
Checklist for references in the application
- Only choose people who can actually assess your work.
- Prioritize fit for the specific position over prominence or hierarchical level.
- Before sharing, explicitly confirm consent and permitted contact details.
- Prepare your referees with the job posting, your resume, and relevant projects.
- Prefer two strong references over a long, arbitrary list.
- Ensure information in your CV, interviews, and reference checks is consistent.
- Use alternatives such as employment references, work samples, and certificates strategically.
Conclusion: Credibility is built through concrete collaboration
References are not convincing simply because a well-known person lends their name. They are convincing when someone can describe relevant collaboration in concrete and credible terms. That requires careful selection, explicit consent, and a clear link to the position being applied for.
The best next step: For a specific application, select two potential referees and note three shared tasks or outcomes for each that match the role. Only then contact them. This way you don't end up with an arbitrary contact list, but with solid evidence of your professional practice.
