Referee checks help the recruitment panel understand your work performance, conduct, skills, strengths and suitability for the role. In government recruitment, referee information is an important part of assessing merit and making a fair, evidence-based decision.

Referee details should ideally be provided with your written application, and ability to contact suitable referees may be a factor in shortlisting considerations.

You should provide referees who can comment on your recent work performance and suitability for the role. Wherever possible, this should include a current or recent supervisor.

Suitable referees may include:

• current or previous supervisors

• managers or team leaders

• project leads

• senior colleagues who have worked closely with you

• clients, contract managers or board members, if you are self-employed or have worked in consulting roles

Friends, family members or personal referees are generally not suitable unless specifically requested.

If you cannot provide relevant referees this may affect the panels assessment of your suitability.

Overall, referees should be relevant, recent and well placed.

For many government roles, a current supervisor is preferred because they can provide the most recent and relevant information about your work. If you do not want your current supervisor contacted, please raise this early with your OTSPC contact.

There may be valid reasons for this, such as confidentiality, workplace sensitivity or a recent change in supervisor. The panel may ask you to provide another suitable referee.

OTSPC will work with you to discuss possible suitable referees.

You will usually be asked to provide at least two referees. In some government recruitment processes, the panel may contact one referee first and request another referee if more information is needed.

In some case, a third referee will be contacted.

At OTSPC, we will let you know if you’ve been shortlisted so you know if referees will be contacted.

In some government recruitment processes, referee checks may happen before interviews. In others, they may happen after interviews or when you are being seriously considered for the role.

You should let your referees know early that they may be contacted.

If you provide someone as a referee, you should expect they may be contacted as part of the recruitment process. If there is a referee you do not want contacted at a particular stage, you should clearly advise the recruitment coordinators as early as possible.

In some circumstances, a non-nominated referee, such as a current line manager maybe contacted. Wherever possible, OTSPC will advise you when making contact with a non-nominated referee.

Referees are usually asked about matters such as:

• your role and working relationship

• your skills and experience

• your work performance

• your communication and teamwork

• your reliability and conduct

• your strengths and development areas

• your suitability for the role

• any relevant workplace matters that may affect your suitability including any performance or disciplinary matters.

The questions are usually linked to the requirements of the role.

Government recruitment processes usually prefer work email addresses and work phone numbers for referees because they help confirm the referee’s identity, role and connection to you. This supports the integrity of the process.

If you only have personal contact details for a referee such as mobile number or gmail email address, the panel may need to take extra steps to confirm who they are.

If a referee does not respond, the recruitment team will follow up with them and may ask you to provide another suitable referee. Slow referee responses can delay recruitment, so it is important to choose referees who are available and willing to respond promptly.

At OTSPC, we will ask for help contacting a referee if needed.

You should let your referees know:

• the role you have applied for

• why you are interested in the role

• that they may be contacted by the recruitment team

• that a prompt response would be appreciated

• any key skills or experience that may be relevant to the role

You should not tell your referees what to say, but it is helpful to give them context.

You may wish to provide a copy of the Job Description and/or your application.

You may be able to provide referees from previous employment, volunteer roles, study placements, community roles, project work or other relevant settings. The key issue is whether the referee can comment on your skills, conduct and suitability for the role.

You may be able to provide clients, contract managers, board members, collaborators or other professional contacts who can speak to your work quality, reliability, communication and professional conduct.

You should raise this with the recruitment coordinators early. A difficult working relationship does not automatically mean the person cannot be contacted, but it may be useful for the panel to understand the context.

The panel may consider whether another referee can provide more relevant or balanced information.

If a referee provides information that may negatively affect the outcome, the panel may need to give you an opportunity to respond. This is part of ensuring the process is fair and that relevant information is considered properly. This is called natural justice or procedural fairness.

Natural justice means the recruitment process must be fair. If information is raised during the recruitment process that may negatively affect the outcome, you may be given an opportunity to respond before a final decision is made.

This is sometimes called a right of reply. It allows you to provide context, correct information or respond to a concern before the panel finalises its recommendation.

A right of reply does not guarantee a particular outcome. It simply helps ensure the panel makes a fair and informed decision.

You can provide a written reference if you have one, but it may not replace a referee check. Government panels often need to ask role-specific questions and clarify information directly with the referee.

Yes. Referees will usually be asked whether they have any real, potential or perceived conflict of interest. A conflict does not always mean the referee cannot be used, but it may need to be considered and managed by the panel.

You can find out more information about conflict of interest here. https://icac.nt.gov.au/_resources/media/documents/media-releases/Media-release-2024-02-14,-Conflicts-of-Interest-.pdf

Please provide:

• full name

• current role and organisation

• relationship to you

• work email address

• phone number

• best time or method to contact them, if known

Please make sure the details are accurate and current.

Yes. If you need to change your referees, please contact the recruitment coordinators as soon as possible. This helps avoid delays in the process.

A good referee is someone who:

• knows your work well

• can comment on your recent performance

• understands your role and responsibilities

• can provide honest, balanced and relevant feedback

• is available to respond promptly

• can speak to your suitability for the role

• does not have a conflict of interest

Please contact OTSPC as early as possible. It is better to raise concerns before referee checks begin so the panel can manage the process fairly and avoid unnecessary delays.