Candidate reference checking

Reference checks are a source of information about a candidate’s employment history, qualifications, experience and role suitability.  By adopting consistent reference checking practice, disability organisations can use employment reference checks to great advantage in making good recruitment decisions.

Use the Workforce Capability Framework as the foundation for effective reference checking to assist in ensuring that the process results in a thorough evaluation of the candidate’s suitability across the range of capabilities required at the relevant job level for the role.

Reference checking is just as important as a job interview in making a hiring decision and is a particularly valuable use of the manager’s time - using the Workforce Capability Framework as a kind of checklist at the relevant capability level can make the process very efficient when talking to referees.

Ask the referee to describe specific actions that the applicant has taken to demonstrate relevant capabilities, at the job level required.

If the manager of the vacant position is unable to check the references directly (although they are the most appropriate person to talk to past employers and a candidate’s former manager) the person doing the reference checking must have a very thorough understanding of the requirements of the job role.  Don’t delegate reference checking to someone with limited role knowledge.

Where an organisation is supporting a person with disability in hiring a candidate to provide direct support, it is appropriate to assist the person in the reference checking process using these same principles.

In addition to questions for referees based on the role’s work requirements as set out in the position description and the selection criteria, you can make a list of possible reference check questions based on the particular capability requirements for the relevant job level, as outlined in the Workforce Capability Framework, that are going to be key to the candidate’s success in the role.

Choose referees who can provide evidence to support an understanding of the candidate’s capabilities by commenting on their skills and experience, and past work performance.  It is reasonable to ask candidates to nominate at least one referee if at  all possible who has been their recent manager.

Providing a copy of a good position description for the role to the referee in advance of or at the time of seeking comments has the effect of reinforcing the required capabilities and job level of the role.

When properly conducted, reference checks are very valuable.  However, reference checks will not always predict future job performance – the risk increases if the questions asked of the referee are vague and/or the responses elicited are vague.