Audio Coursesby JellypodLesson 16 of 26
Overview
Will, EnableUs Community: Alright, welcome back to the EnableUs Community Podcast! I’m Will, and I’m here with Winter. Today, we’re diving into something that, honestly, can make or break your team—reference checks. Now, if you’ve been following along, you’ll remember in our last few episodes we talked a lot about compliance and cultural fit, but reference checks are where all those threads really come together, especially in the NDIS sector.
Winter, EnableUs Community: Absolutely, Will. I think people sometimes underestimate just how much impact a new hire can have—not just on the team, but on participant safety, trust, and their overall well-being. In the NDIS world, you’re not just hiring for skills, you’re hiring for reliability and integrity. A single bad hire can have ripple effects that go way beyond the office.
Will, EnableUs Community: Yeah, and it’s not just about ticking boxes. There’s a legal and ethical side to this too. You’ve gotta get the candidate’s consent before you even pick up the phone to call their referees. It’s about transparency, but also about protecting everyone’s privacy. I actually remember this one time—this was a few years back—I was helping out with a hire, and we were all set to bring someone on. But during the reference check, the referee was just... weirdly vague. Like, every answer was “they were fine” or “did their job.” No details, nothing specific. We dug a bit deeper, and turns out there’d been some issues that never made it onto the resume. That reference check probably saved us from a really risky situation.
Winter, EnableUs Community: That’s such a good example. It’s not about catching people out, but about making sure you’re protecting your participants and your team. And, as we’ve said before, reference checks are one of your best safeguards. They give you that extra layer of confidence before you make a final decision.
Winter, EnableUs Community: So, let’s talk about what you’re actually listening for when you do a reference check. Sometimes, the red flags aren’t what’s said, but what’s not said. If you’re getting vague answers like “they were okay” or if the referee sounds like they’re reading from a script, that’s a sign to dig a bit deeper. And unexplained gaps in employment—those always deserve a gentle follow-up.
Will, EnableUs Community: Yeah, and I reckon it’s easy to get thrown off by someone who’s just super formal or avoids giving a direct opinion. But you don’t wanna jump to conclusions, right? Instead, you can use behavioural questions—like, “Can you describe a time they managed a challenging participant situation?” Or, “How did they respond to feedback?” Those kinds of questions force the referee to give you real examples, not just generalities.
Winter, EnableUs Community: Exactly. And I love using scaled questions too, like, “On a scale of one to five, how would you rate their reliability?” It gives you something concrete to work with, and it’s less awkward for the referee if they’re hesitant to be critical. Actually, I had a situation not long ago where the referee was really hesitant—just giving short, safe answers. So I just let the silence hang for a bit, didn’t rush to fill it. And after a few seconds, they actually opened up and shared a lot more detail about some challenges the candidate had. Sometimes, just giving people space is all it takes.
Will, EnableUs Community: That’s a great tip. And if you’re still not getting what you need, you can always ask, “Is there anything you think I should be aware of in this role?” It’s neutral, but it gives them a chance to flag anything important. The main thing is to stay calm and professional—don’t make it feel like an interrogation.
Will, EnableUs Community: Alright, so let’s say you’ve done the reference check, but something just doesn’t add up. Maybe the dates don’t match, or the job title sounds a bit... inflated. What do you do? Well, first, you can politely ask about any gaps—like, “We noticed a break between 2022 and 2023, was there any relevant work or training during that time?” And always cross-check what you hear with what’s on their resume or LinkedIn. If things still feel off, it’s totally okay to ask for another reference or two.
Winter, EnableUs Community: Yeah, and sometimes, it’s just about getting a fuller picture. I remember a case where we were pretty much ready to hire someone, but one of the references was a bit cagey about reliability. So, we reached out to an additional referee—someone who’d supervised the candidate in a different role. That second reference actually confirmed there’d been some ongoing issues with punctuality and following procedures. It completely changed our decision. We ended up going with another candidate, and honestly, it was the right call for the team and the participants.
Will, EnableUs Community: That’s the thing—sometimes your gut is telling you something, and it’s worth listening to. If you’re still unsure, you can always offer conditional employment, like a probation period, to see how they go in practice. But if the concerns are serious, especially around safety or trust, it’s better to be cautious. At the end of the day, your priority is protecting your participants and your team’s culture.
Winter, EnableUs Community: Couldn’t agree more. Reference checks aren’t just a formality—they’re a real chance to make sure you’re building a safe, reliable, and compassionate team. And if you ever feel stuck, don’t be afraid to take a bit more time or ask for more information. It’s always worth it in the long run.
Will, EnableUs Community: Alright, that’s a wrap for today’s episode on mastering reference checks. If you found this helpful, make sure to check out our previous episodes on compliance and cultural fit—they all tie in together. We’ll be back soon with more tips to help you build the best NDIS teams possible. Thanks for joining us, Winter!
Winter, EnableUs Community: Thanks, Will! And thanks to everyone listening. Take care, and we’ll catch you next time on the EnableUs Community Podcast.
