You should always get clear, written permission before listing anyone as a referee, since Australian privacy laws protect personal information. Choose people who’ve seen your work firsthand, like past supervisors, and who can speak confidently about your skills and achievements. Match each referee to the job’s key requirements, so they can give specific, honest examples. Wondering what hiring panels really want to hear? The next steps will show you how to align your referees perfectly with the role.
TLDR
- Always get written permission from referees to comply with Australian privacy laws and respect their consent.
- Choose referees who directly observed your work, such as past supervisors, within the last five years.
- Select referees who can speak to specific job-related skills and provide measurable examples of your achievements.
- Match each referee to key role requirements, ensuring they can validate relevant experience and competencies.
- Pick referees familiar with your teamwork, adaptability, and values to support cultural fit assessments.
Get Permission Before Naming Any Referee
Before you list anyone as a referee, make sure you’ve cleared it with them first—this isn’t just good manners, it’s a must under Australian privacy laws.
You need their clear, written permission before sharing any details.
Did you know implied consent isn’t enough?
Always get a signed form, especially after shortlisting.
This protects everyone’s privacy and shows respect for your referees’ time and trust.
Referees should ideally have direct knowledge of your work performance, so choose people like past supervisors or managers who can speak confidently about your skills and reliability (direct knowledge of work performance).
Include 2–3 work references who can vouch for relevant duties and achievements.
Choose Referees Who’ve Seen Your Work
You’ve already taken the responsible step of getting permission from your referees, and now it’s time to make sure those referees are the right ones for the job.
Have they seen your work firsthand, especially in the past five years? Can they speak clearly about your skills, reliability, and teamwork? Choosing direct supervisors or close colleagues guarantees honest, detailed feedback that hiring panels trust.
Wouldn’t you want someone who truly knows your work to vouch for you?
Aim to provide 3–4 strong references who can showcase different aspects of your skills and work ethic.
Match Referees to the Job’s Key Skills
While your experience speaks volumes on paper, choosing referees who can directly speak to the skills this job demands makes all the difference in how hiring managers see you.
You should pick supervisors or leaders who’ve seen you use those exact abilities, especially in the past five years.
Did you lead teams, solve technical problems, or improve processes? Make sure your referee can confirm it clearly and confidently.
Quantifyable achievements help referees provide stronger endorsements, so choose someone who can cite specific metrics when describing your impact.
Know What Panels Will Ask Your Referees
Hiring panels don’t just take your word for it—they reach out to your referees to get a clear, honest portrayal of who you’re at work.
They’ll ask about your job duties, skills, and how you handle feedback or stress.
Will you thrive here? Can you collaborate and grow? Be sure your referees can confidently answer these questions, because their words help shape your future.
Also consider choosing referees who can speak to the company’s culture and values so their feedback aligns with what the hiring panel is assessing.
And Finally
You’ve put in the effort to choose referees who know your work and match the job’s needs, so trust your choices. Have you confirmed they’re ready and willing to speak highly of you? A strong referee doesn’t just praise you—they give specific examples that hiring panels remember. Keep your contacts updated, stay professional, and always follow up with gratitude. You’re building a network that supports your future, one honest conversation at a time.