An experience certificate is a brief document that covers the person’s name, the company they worked for, their position and the date range of when the employee worked there. Within the certificate, it should also cover basic functions of the position and whether they were a suitable employee or not.
Experience certificates are different than letters of reference because it takes out the personality. An experience certificate will also be considerably shorter - typically only 1 paragraph long. The certificate should simply tell what the person did and how long they were at the position, rather than making a recommendation for a future job.
You’ll start with the date at the top of the page, followed by "To Whom It May concern” a line or two down from that. You can then state the employee’s name, their position within the company and the dates that they were employed.
It is then customary to describe a little bit of the position, including what common tasks they performed because a supervisor at one company can be very different for another company. You’ll then make a final statement where you can make yourself available for questions or simply wish the employee luck. You’ll then type your name and title and sign the document after it’s printed.
Experience certificates are helpful in obtaining employment because it removes the need for checking with a past employer. It will also show that an employee has thought ahead in order to get a certificate. Many people get the certificates upon leaving so that if a company goes out of business, they don’t lose that time as a reference.
An experience certificate is usually written by an employer, concerning an employee who has worked with them, but who now wishes to embark on other endeavors. There are a number of tips you must bear in mind when writing an experience certificate for one of your employees.
• Have a non-specific opening
When writing an experience certificate, you should begin with a general opening, such as "to whom it may concern". This will allow your employee to use your experience certificate in a number of different scenarios, and will therefore be more useful to them.
• Be truthful
You should not lie about the time which your employee spent working for your company or organization, as this may get you into trouble. If your employee has an incomplete résumé or CV, that's their problem, not yours. Don't feel like you should lie or make up dates to protect them. You should have the exact date (DD/MM/YYYY) on which you hired this person in your company records, so please use it.
• Be positive
You should describe your employee's character frankly but positively. After all, their potential employer will see this letter, so they will want as positive a recommendation as possible. However, remembering my previous point, you must still be truthful. If your employee wasn't a great time keeper, but was great with customers, then focus on their customer focus rather than lying about their tardiness. Not only will an untrue reference be damaging for your employee in their new job, but it may also damage your credibility.
• Wish your employee luck
You should end your experience certificate in a polite and positive way, to compliment the rest of your document. Signing off by stating "I wish Jack the best of luck", or "Jill deserves every success in life" is acceptable and often desirable.
An experience certificate is very important for a potential employee to have and it can certainly determine whether or not they are successful in their new job application. Therefore it is very wise that you spend time making sure you are correctly compiling an experience certificate for them.
The main points you need to include when writing an effective experience certificate are:
- List the job title the employee had when working for you
- List all the roles this job entailed
- Describe how they applied themselves to these roles
- Describe how they are as an employee and how they respond to direction
- Describe how they can benefit a company and what skills they may bring
However, most employers will have no issues with their former staff members and if this is the case, it should be your duty to help them out by telling the potential next employer how good they are at their job.
You should try and include some examples of how they may have gone beyond the call of duty to help your business. You also need to give details of how they conduct themselves day to day and what their overall attendance was like.
You need to think what you would want to know about someone you were interviewing for a job at your company. Do they have all the experience needed for the role? Will they need a lot of training or can they fit right in?