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Create ResumeNo, you usually should not include references on a resume in Canada. In most Canadian hiring processes, references are requested later, usually after an interview, when the employer is seriously considering you. Your resume should be used to prove your fit for the role, not to give away reference details before anyone has even spoken to you.
I know candidates often add references because they think it makes them look prepared, trustworthy, or serious. In reality, it usually does none of those things. To a recruiter or hiring manager, references on a resume often look outdated, unnecessary, or like the candidate is trying to fill space. Worse, it can expose your referees’ personal contact details too early in the process.
The better approach is simple: keep references off your resume, prepare them separately, and only share them when requested.
A resume has one job: to get you selected for an interview.
That sounds obvious, but this is where many candidates go wrong. They treat the resume like a full employment file. They include every job, every duty, every certificate, every soft skill, and then add references at the bottom as if the employer needs the whole archive before making one decision.
They do not.
During the first screening stage, recruiters and hiring managers are not checking your references. They are trying to answer more basic questions:
Does this person match the role requirements?
Is their experience relevant?
Do they understand the level of the position?
Can I quickly see the value they bring?
Is there enough evidence here to move them forward?
References do not help answer those questions at the resume screening stage. They become useful later, when the employer wants to validate what they already believe about you.
Most recruiters will not reject you just because you included references. Let’s not be dramatic. But it can still send the wrong signal.
References on a resume can make the document feel dated, especially if the format includes lines like:
Weak Example
References available upon request.
That phrase is one of those resume habits that refuses to retire peacefully. It adds no value because employers already know they can ask for references. You do not need to announce that you will comply with a normal hiring step. That is like writing “available to attend interviews” on a resume. We assumed that part.
When references are fully listed with names, phone numbers, job titles, and email addresses, another issue appears: privacy.
Your references may not want their contact details sent into every applicant tracking system, recruiter inbox, employer database, and hiring manager’s download folder. Once your resume is submitted, you lose control over where that document goes. It may be forwarded internally, stored in an ATS, shared with a department lead, printed, archived, or attached to notes.
That is not where your former manager’s direct phone number needs to live.
From a recruiter perspective, listing references too early can also create a subtle concern about judgement. Hiring is partly about trust, confidentiality, and professional boundaries. If you share other people’s details before there is a clear reason, some employers may quietly wonder whether you understand process and discretion.
It is not usually a dealbreaker. But it is not helping you.
That distinction matters.
A strong resume creates interest. References confirm trust. Those are different stages of hiring.
In the Canadian job market, especially for professional, corporate, administrative, technical, healthcare, trades, finance, and management roles, references are typically part of the later hiring process. Employers may ask for them after the first interview, after a final interview, or before making an offer. Some may request them earlier, but that does not mean they belong on the resume itself.
When I see references listed directly on a resume, I do not think, “Excellent, this person is extra prepared.” I usually think, “This resume could have used that space better.”
That may sound blunt, but it is true.
There are a few situations where including references may be acceptable, but they are exceptions rather than the standard rule.
You may include references on a resume if the job posting explicitly asks for them. In that case, follow the instruction. Some employers, especially in smaller organizations, public sector adjacent roles, education, caregiving, domestic work, volunteer based organizations, or certain community roles, may request references upfront.
Even then, I would be careful. If the posting says “include references,” then yes, include them. If it says “references may be required,” “references will be checked,” or “candidates must be able to provide references,” that does not mean they need to go on the resume.
This is where candidates often overcomply.
Employers write vague job postings all the time. They say things like “must provide references” when what they really mean is “we will ask for references if we are interested.” Candidates see that and immediately attach three names to the resume. That is not necessary unless the instruction is direct.
You may also include references if you are applying through a highly informal process where the resume is being sent directly to someone who already knows your reference network. For example, in some small businesses, local service roles, or relationship driven industries, references may carry more early influence.
But for most Canadian job applications, especially online applications, corporate roles, government roles, professional services, and jobs handled by recruiters, references should stay separate.
Instead of adding references to your resume, create a separate reference list that matches your resume formatting.
This gives you control. It also makes you look organized without wasting resume space.
Your reference list should include:
Your name and contact information at the top
The reference’s full name
Their job title
Their company or organization
Their professional relationship to you
Their phone number
Their email address
A short note about what they can speak to, if useful
A separate reference document is cleaner, more professional, and easier to send when requested.
Good Example
Simar Kaur
Toronto, Ontario
555 555 5555
Professional References
Amrita Singh
Senior Operations Manager, ABC Logistics
Former Manager
Phone: 555 555 5555
Email: amrita@email.com
Amrita supervised my work as an operations coordinator and can speak to my performance in scheduling, vendor coordination, process improvement, and cross functional communication.
This is much stronger than squeezing names into the bottom of a resume. It gives context. It helps the employer understand why this person is relevant. It also makes the reference check more useful.
One small recruiter observation: employers do not just want a person who says nice things about you. They want someone credible who can validate the kind of work you will be hired to do. A glowing reference from someone unrelated to the role is pleasant, but not always persuasive.
You do not need to write “references available upon request” on a Canadian resume.
I know this phrase still appears on many templates, and that is exactly the problem. Many resume templates are built from old habits, not current hiring behaviour. They look tidy, but they are not always strategic.
The phrase does not tell the employer anything useful. It does not improve your credibility. It does not make you seem more professional. It simply uses space that could be used for stronger content.
And in a competitive hiring process, space matters.
A recruiter may spend only a short amount of time on the first resume scan. That first scan is not a deep literary review. It is pattern recognition. Relevant title. Relevant industry. Relevant responsibilities. Evidence of results. Career progression. Clear location. Work authorization if relevant. Salary alignment if already discussed. No obvious mismatch.
A line about references does not move you forward.
The better use of that space is a stronger achievement, a clearer technical skill, a better summary line, or a more relevant keyword that connects to the job posting.
Weak Example
References available upon request.
Good Example
Improved monthly reporting accuracy by consolidating vendor data, resolving duplicate records, and creating a shared tracking process for the operations team.
The second line gives me hiring evidence. The first line gives me nothing I did not already know.
Employers ask for references later because reference checks are usually validation, not discovery.
This is one of the biggest misunderstandings candidates have. Many people think references are there to convince the employer to hire them. Sometimes they help, yes. But by the time references are checked, the employer is usually already interested. They are looking for reassurance, risk reduction, and confirmation.
A hiring manager may be thinking:
Did this person actually perform at the level they described?
Were they reliable?
How did they handle pressure?
Would their former manager hire them again?
Are there any concerns I should know before making an offer?
Does their working style fit this team?
That is why references are often checked near the offer stage. Employers do not want to call references for every applicant. It takes time, creates administrative work, and may alert a candidate’s current or former workplace unnecessarily.
In Canada, many employers are also careful about process, documentation, privacy, and consistency. A larger employer may have a structured reference check form. A smaller employer may make a direct phone call. A recruiter may conduct the check and summarize feedback for the hiring manager.
But in most cases, references are not part of the initial resume decision. They are part of the final confidence decision.
You should usually prepare three professional references.
Two may be enough in some cases, but three gives you flexibility. Employers often ask for two or three, and it is better to be ready than to scramble after a final interview.
Your references should ideally include people who have directly seen your work. The strongest references are usually:
Former managers
Direct supervisors
Senior colleagues who worked closely with you
Clients or stakeholders, when relevant
Project leads
Professors or placement supervisors for students and new graduates
Volunteer coordinators, if the experience is relevant
A reference does not need to have the most impressive title in the world. They need to be credible and specific.
This is where candidates sometimes make a strategic mistake. They choose the most senior person they know instead of the person who can speak clearly about their work. A director who barely remembers you is weaker than a direct manager who can describe your strengths, reliability, judgement, and impact.
Recruiters notice vague references. If someone says, “Yes, she was great, very professional,” that is fine, but it is thin. If someone says, “She handled scheduling for a high volume team, caught errors before they became client issues, and was the person we trusted during busy periods,” that is much stronger.
Specific beats senior.
Do not use references just because they like you. Use references who can support the hiring decision.
Avoid using:
Family members
Friends
Coworkers who cannot speak to your actual performance
Managers you have not warned in advance
People who may give mixed or lukewarm feedback
Someone from a current job if it could risk your employment
Very old references who cannot speak to your recent work
People who are hard to reach or slow to respond
One of the quietest ways candidates damage themselves is by choosing references without checking what those people will actually say.
A reference does not need to be fake enthusiastic. But they should be positive, prepared, and aligned with the role you are pursuing. If your reference sounds surprised by the call, confused about the job, or unsure what to say, it creates doubt.
Before listing someone, ask them directly.
Do not say, “Can I use you as a reference?” That is too vague.
Ask, “Would you feel comfortable giving me a positive professional reference for roles in project coordination, especially around organization, stakeholder communication, and deadline management?”
That question does two useful things. It gives them permission to decline, and it tells you whether they can support the specific story you are trying to present.
If they hesitate, thank them and choose someone else. A hesitant reference is not a reference. It is a small risk wearing a polite outfit.
If you do not have strong professional references, do not panic. This happens more often than people think, especially for newcomers to Canada, students, career changers, self employed professionals, people returning to work, and candidates who left difficult workplaces.
The goal is to provide credible proof from someone who has seen your responsibility, work ethic, communication, or reliability.
Depending on your situation, you may use:
A professor or instructor
A placement supervisor
A volunteer coordinator
A client
A board member
A community organization leader
A freelance project contact
A former colleague who worked closely with you
A mentor who supervised practical work
For newcomers to the Canadian job market, references from outside Canada can still be useful. Do not assume Canadian employers will reject them automatically. What matters is whether the reference is credible, reachable, and able to speak clearly about your work.
That said, Canadian references can help when available, especially if the employer wants reassurance that you understand local workplace expectations. But a weak Canadian reference is not better than a strong international one. Hiring managers want useful information, not just a local phone number.
If you are early in your Canadian career, start building references intentionally. Volunteer work, contract projects, internships, bridge programs, part time roles, and professional association involvement can all create legitimate references if you show up seriously.
Do not wait until you need references to start earning them.
A strong reference check often depends on preparation. Not manipulation. Preparation.
Your references should know:
The role you applied for
The company name
The skills the employer is likely checking
Your current resume or LinkedIn profile
Key projects or achievements they may mention
Who may contact them
Whether the role is confidential
Send a short message before sharing their details.
Good Example
Hi Amrita, thank you again for agreeing to be a reference. I am in the final stage for an operations coordinator role with a logistics company in Toronto. The role focuses on scheduling, vendor communication, reporting, and process improvement. They may contact you this week. I thought it may be helpful to mention the dispatch tracking project, the vendor issue log, and the monthly reporting improvements we worked on together. I really appreciate your support.
That kind of message helps your reference give relevant feedback. It also prevents the vague, awkward reference call where the person says, “Oh yes, I worked with her a while ago,” and then tries to remember what you did.
References are not supposed to be scripted. But they should be informed.
A good reference check is not just about praise. It is about relevant evidence.
LinkedIn recommendations can support your credibility, but they do not replace formal references.
A LinkedIn recommendation is public social proof. A reference check is private validation.
Both can help, but they are used differently.
A recruiter may glance at LinkedIn recommendations if they are reviewing your profile. Hiring managers may notice them if they are deciding whether to interview you. But employers usually still want direct references if they are at the offer stage.
LinkedIn recommendations are most useful when they are specific. Generic praise does not do much.
Weak Example
Simar is a great professional and a pleasure to work with.
Good Example
Simar supported our hiring process for several hard to fill roles and consistently provided clear shortlist rationale, strong candidate communication, and realistic market feedback that helped hiring managers make faster decisions.
The second example gives evidence. It explains what the person actually did.
If you use LinkedIn recommendations, aim for substance. Ask people to mention the type of work you did, the problem you helped solve, and what made you reliable or effective.
But still keep your formal reference list separate.
Reference checks are not just character checks. They are risk checks.
Employers are trying to reduce uncertainty before making a hiring decision. A candidate may interview well, but the employer still wants to know how that person performs when nobody is watching them answer polished interview questions.
A proper reference check may explore:
Job title and dates of employment
Main responsibilities
Strengths
Areas for development
Reliability and attendance
Communication style
Team fit
Ability to handle feedback
Reason for leaving
Whether the reference would rehire the candidate
Performance under pressure
Any concerns relevant to the role
The most important question is often not asked directly, but it sits underneath the whole conversation: “Will hiring this person create a problem I should have seen coming?”
That is the real hiring manager fear.
Candidates often focus on being liked. Employers are more focused on reducing the chance of a bad hire. A good reference helps them feel safer moving forward.
This is why you should choose references who can speak to both your strengths and your working style. Perfect praise can sometimes sound less credible than balanced, specific feedback. A reference who says, “She is excellent with detail and follow through, and she has worked hard on becoming more confident in senior stakeholder meetings,” may sound more believable than someone who claims you have no development areas whatsoever.
Employers know humans are humans. Shocking concept, apparently.
If you are currently employed, be careful with reference requests.
You do not need to provide your current manager as a reference if they do not know you are job searching. In fact, you usually should not. Protecting your confidentiality is completely reasonable.
If an employer asks for your current manager, you can say:
Good Example
My current employer is not aware of my job search, so I am not able to provide my current manager as a reference at this stage. I can provide former managers and senior colleagues who can speak directly to my performance, reliability, and work quality.
That is professional and normal. A reasonable Canadian employer should understand it.
If they insist on speaking to your current employer before an offer, be cautious. Sometimes employers ask because they are following a standard process. Sometimes they ask because they have not thought through the risk to the candidate. Either way, you are allowed to protect your current employment.
You can offer alternatives:
Former manager
Previous supervisor
Senior colleague
Client contact
External stakeholder
Current colleague who knows about your search, if appropriate
The key is to be cooperative without being reckless. You are not being difficult by refusing to risk your current job for a process that may not even lead to an offer.
Some online job applications include required reference fields. Annoying, but common.
If the system forces you to enter references before you are ready, read the instructions carefully. If it clearly requires full references upfront, you may need to provide them. But if possible, use a professional note such as:
Good Example
Professional references available upon request at the interview or final selection stage.
This is one of the few situations where that phrase can make sense, because you are responding to a forced form field, not wasting resume space.
If the system requires names and contact details, only provide references who have already agreed. Never list someone casually and hope it works out.
Also, avoid putting “do not contact” beside a current manager unless the system specifically asks for current employer details. If you need confidentiality, say it clearly in the appropriate section.
The practical reality is that applicant tracking systems are not always designed with candidate privacy in mind. Some forms ask for too much too early. Use judgement. Follow required instructions, but do not volunteer sensitive reference information unless it is genuinely required.
For most Canadian job seekers, the best practice is:
Do not include references on your resume
Do not write “references available upon request”
Prepare a separate reference list
Ask references for permission before sharing their details
Choose references who can speak to the role you want
Share references only when the employer requests them
Prepare your references before the employer contacts them
This approach protects your resume space, protects your references’ privacy, and matches how most modern hiring processes work.
The resume should make the case for your candidacy. The reference list should support that case later.
A good resume answers, “Why should we interview this person?”
A good reference answers, “Can we trust what we saw in the interview process?”
Do not mix those two jobs too early.
Here is the simplest way to decide.
If the job posting does not directly ask for references on the resume, leave them off.
If the employer asks for references later, send a separate reference list.
If an online form forces reference details, provide them only if your references have agreed.
If you are currently employed and your manager does not know you are looking, do not list them.
If you are tempted to add “references available upon request” because the resume feels short, fix the resume content instead. That phrase is not a strategy. It is usually a space filler.
The only time references belong directly on the resume is when the employer specifically asks for them in the application instructions. Otherwise, keep them separate.
That is the cleanest, most current, and most recruiter aligned answer.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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