In Switzerland, references are part of the game, unlike in France. But you do not paste the names and phone numbers of your former bosses directly onto your CV. You prepare a list of two to three references (a former manager, a former colleague) ready to be contacted, and you hand it over later in the process, often before the final interview. On the CV, the line "References available on request" is enough. One key point: a recruiter can only call your references with your consent, and the people you list must also be given a heads-up.
"They asked for my references after the second interview, what do I do?" "Do I need to put my former boss's number on my CV?" In Switzerland, the question of references comes up quickly, because the practice is nothing like it is in France. Here, calling former employers to check a candidate is common, and many applicants get caught out at the end of the process.
In this article, we clarify what Swiss recruiters actually want, where to place (or not place) your references on the CV, how many to prepare, when to provide them, and how to stay compliant on consent, both on your side and on the side of the people you cite.
Are references expected in Switzerland?
Yes, far more than in France. In Switzerland, reference checking is a widespread step in recruitment. Employers regularly seek to confirm a good impression, or to clear up a doubt, by contacting a candidate's former managers or colleagues. So this is not a minor formality: your references can feed the questions in the final interview and weigh on the final decision.
That said, you need to distinguish between two documents that often get confused. The work certificate and references do not play the same role.
| Item | What it is | Role in the application |
|---|---|---|
| Work certificate | A written document handed over by the employer at the end of the contract, with a qualitative assessment | An almost systematic part of a Swiss application; confirms the nature and duration of the role |
| References | People (a former boss, a colleague) the recruiter can call | Complement the certificate with a direct conversation, often late in the process |
The work certificate is specific to the Swiss and German-speaking world: more detailed than a simple attestation, it carries an assessment that the law requires to be written with goodwill and honesty. Many recruiters rely on it to form a first impression of a career. But the certificate does not always replace reference checks: some companies also want to speak directly with someone who has worked with you.
Should you write your references directly on the CV?
No, and this is the reflex to fix first. There is no point listing the names, positions and phone numbers of your references in plain sight on the CV. It weighs the document down, it exposes third parties' contact details for no reason at this stage, and it adds nothing to the first screening.
The standard wording in Switzerland is simple:
- "References available on request" at the bottom of the CV. This is a discreet line that signals you are ready to provide them, without cluttering the page. It reassures the recruiter about your transparency.
- A separate list, prepared in advance but kept for later. You hand it over when the recruiter asks, usually after a first or second interview.
This "on request" line does not take up much space, but if your CV is already overflowing, remember that it is not mandatory either. On managing space, we cover this in our article on the length of a CV in Switzerland. Keep in mind, too, that an overloaded CV goes down badly with screening software: see how the ATS works.
How many references should you prepare, and which ones?
On the Swiss market, you are generally asked for two to three references. Prepare them carefully.
| Type of reference | Why it is useful |
|---|---|
| Direct former manager | The most expected: they can speak to your work, your reliability, your results |
| Close former colleague | Sheds light on how you collaborate day to day |
| Former client or partner | Relevant for sales, freelance or service profiles |
A few pointers to choose well:
- Favour recent and relevant roles. A reference from a job fifteen years ago carries less weight than a manager from the last three years, connected to the role you are targeting.
- Choose people who will speak well of you. It sounds obvious, but a lukewarm reference does more harm than one reference fewer.
- Check the contact details. A number that does not answer or an outdated email gives a poor impression. Update your list before sending it.
For each reference, prepare: name, position and company at the time, your relationship, and a reliable means of contact (phone or professional email).
When should you provide your references in the process?
Not straight away. Reference checking comes late in the process, when the recruiter already has a positive impression and wants to confirm it. In practice, you are often asked for them between two interviews, or just before the final decision.
The classic mistake is to hand everything over at the application stage. It is neither expected nor useful at that point, and you are calling on your contacts too early, sometimes for nothing. The right timing: keep your list ready, mention "on request" on the CV, and hand it over calmly as soon as someone asks.
Consent: what does the Swiss framework say?
This is the point many people overlook, and it is worth paying attention to. In Switzerland, a recruiter cannot call your references without your consent. Data protection law and employment law govern this step: consulting references requires the consent of the person concerned, meaning you.
This consent can be explicit, but it can also be implicit: the fact of listing people as your references, with their contact details, in your application counts as agreement for them to be contacted. That is one more reason to provide the list only when you genuinely agree for those calls to take place.
Consent does not stop with you. The people you cite must also be informed and willing to give a recruiter information about you. A contact should never receive a surprise call. Before you hand over your list:
- Give each reference a heads-up. A message or a call to tell them you are applying, for what kind of role, and that a recruiter might contact them.
- Check they are comfortable. Someone who is informed and willing speaks better of you than someone caught off guard.
- Recap the context. Specify the role you are targeting, so they know which aspects to emphasise.
This simple step protects everyone and spares you a shaky reference at the worst possible moment.
In short
In Switzerland, references count, but they are not displayed in plain sight on the CV. Best practice: a "References available on request" line on the document, and a list of two to three contacts (a former boss, a colleague) prepared separately, ready to be provided at the end of the process. Prepare two to three recent and relevant references, with up-to-date contact details. Do not forget consent: a recruiter can only call your references with your agreement, and the people you cite must be informed before any call. Finally, do not confuse references with the work certificate: the two complement each other in a Swiss application.
These are exactly the kind of conventions that candidat.app builds in for you: the tool helps you put together an application calibrated to Swiss practice, from a CV at the right length to the details of form that make the difference, based on your real background and without inventing anything.
FAQ
Do you really need to put "References available on request" on a Swiss CV?
It is not mandatory, but it is a reassuring and discreet line, common in Switzerland. It signals your transparency without cluttering the CV. If your page is already full, you can skip it: the recruiter will ask for your references when the time comes.
How many references should you provide in Switzerland?
Generally two to three: ideally a direct former manager and a close colleague, from recent roles connected to the job you are targeting.
Can a recruiter call my former employers without telling me?
No. In Switzerland, reference checking requires your consent. Listing references in your application counts as implicit agreement for them to be contacted. Without that agreement, the step is not allowed.
Do I need to warn my references before citing them?
Yes, always. The people you cite must be willing to give a recruiter information about you. Tell them about the role you are targeting and check they are comfortable: a surprise reference works against your application.
Do references replace the work certificate?
No, the two coexist. The work certificate is a written, detailed document, almost systematic in a Swiss application. References are people the recruiter can call to complement that impression with a direct conversation.