You are looking to obtain referees’ observations and experience of working with the candidate.
Take notes of your discussion and share these with the other assessors. You will then share the evidence from the referee checks with the other assessors.
After the referee check
It is best to evaluate the evidence from all of the referee reports on a candidate together. This allows you to recognise patterns of behaviour rather than putting undue weight on isolated incidents.
The results from referee checks should be considered together with the application, resume, interview and other assessment results. Taking all of the information together helps you to take a holistic view of each candidate and make informed and balanced selection decisions.
Where discrepancies arise between what the candidate said and what the referee said, all assessors should:
- Consider the circumstances.
- Evaluate the significance of the discrepancy – for example, is it a minor exaggeration or blatant dishonesty?
If you are not comfortable to proceed further with a candidate, inform them of your decision and decide whether there is another suitable candidate to progress to referee checks.
You should attach the referee report to the final selection report.
Tips for getting the most out of referee checks
- Keep an open mind. Don’t fall into the trap of using referee checks to confirm a decision you have already made regarding your preferred candidate.
- Prepare questions tailored for the role or candidate to get the most value out of the referee checks.
- Keep questions focused on the role and the candidate’s suitability. Do not ask questions of a personal nature or that do not relate directly to the role.