Audio Coursesby JellypodLesson 09 of 26
Overview
Will, EnableUs Community: Hey everyone, welcome back to the EnableUs Community Podcast. I’m Will, and I’m here with Winter. Today, we’re diving into something that, honestly, doesn’t get enough attention—reference checks in NDIS recruitment. I know, it sounds a bit dry, but stick with us, because this is where safety and trust really start for your team.
Winter, EnableUs Community: Absolutely, Will. I think a lot of people see reference checks as just another box to tick, but in the NDIS world, it’s so much more than that. It’s about making sure the people supporting participants are actually safe, reliable, and, well, who they say they are. It’s not just paperwork—it’s about protecting people.
Will, EnableUs Community: Yeah, and it’s not just about the participants either. It’s about showing auditors and the NDIS Commission that you’re doing your due diligence. I remember this one provider—won’t name names, obviously—who caught a major red flag during a reference check. They were about to hire someone, but a referee mentioned some, uh, pretty serious concerns about the candidate’s conduct. That one phone call probably saved them from a massive safety incident. It’s wild how much hangs on these checks.
Winter, EnableUs Community: That’s such a good point. And it’s not just about catching the bad stuff, either. Sometimes, reference checks confirm that someone’s actually as good as they seem on paper. It’s about building a team you can trust, and that your participants can trust, too.
Will, EnableUs Community: Exactly. And, I mean, it’s also about verifying the basics—like, did they really work where they said they did? Did they actually do the things they claim? It’s not about being suspicious, but you just can’t take everything at face value, right?
Winter, EnableUs Community: Right. And when you get it right, you’re not just protecting your organisation—you’re building a culture of safety and professionalism. That’s what makes the whole process worth it.
Winter, EnableUs Community: So, let’s talk about how to actually do reference checks the right way. Timing is everything. You want to do them after the interview, but before you make an offer. That way, you’re only checking people you’re genuinely considering, and you’re not wasting anyone’s time.
Will, EnableUs Community: Yeah, and you’ve gotta get consent first. Always. I know it sounds obvious, but you’d be surprised how many people skip that step. Document it, too—just a quick note or email is enough, but you want that paper trail for compliance.
Winter, EnableUs Community: And when you’re actually on the call with a referee, don’t just ask, “Were they good?” You want open-ended questions. Stuff like, “Can you confirm their role and employment period?” or “What kind of clients did they support?” Or even, “How did they handle tough situations?”
Will, EnableUs Community: Yeah, and don’t forget to ask about things like reliability, attendance, and whether they’d rehire the person. Sometimes, that last question—“Would you rehire them?”—tells you more than anything else.
Winter, EnableUs Community: Totally. I had a case once where a candidate’s employment dates didn’t quite line up. The referee hesitated, and it turned out the person had left earlier than they’d said. It wasn’t a dealbreaker, but it did raise questions about honesty and fit. Sometimes it’s those little details that tell you the most.
Will, EnableUs Community: And that’s why you take notes—write down who you spoke to, what they said, the date, all of it. If you ever get audited, or if something comes up later, you’ve got a record. It’s not just about covering yourself, it’s about making sure you’re making the right call for your team and your participants.
Will, EnableUs Community: Alright, so what about red flags? I reckon the biggest one is when referees are super vague, or they dodge your questions. Like, if you ask about reliability and they just say, “Oh, they were fine,” but can’t give any examples—that’s a worry.
Winter, EnableUs Community: Yeah, or when the referee doesn’t actually work at the company the candidate listed. That’s a big one. Or if there are weird gaps in employment history that no one can explain. You don’t want to jump to conclusions, but you do need to follow up and get clarity.
Will, EnableUs Community: Exactly. I had a situation once where a reference totally contradicted what the candidate had told us. Like, the dates, the duties, even the reason for leaving—it was all different. We dug deeper, and it turned out the candidate had left under, uh, less-than-ideal circumstances. Because we caught it, we avoided a risky hire. Sometimes, you just have to trust your gut and keep asking questions until you’re satisfied.
Winter, EnableUs Community: And if something feels off, don’t be afraid to ask the candidate directly. Most of the time, there’s a reasonable explanation, but you need to be sure. It’s about protecting everyone—your team, your participants, and your organisation.
Will, EnableUs Community: Yeah, and at the end of the day, one good reference check can make all the difference. It’s not just about ticking a box—it’s about building a safe, ethical, and high-performing team. That’s what we’re all here for.
Winter, EnableUs Community: Couldn’t agree more. Alright, that’s it for today’s episode. We’ll be back soon with more on building great teams in the NDIS space. Will, thanks for the chat!
Will, EnableUs Community: Thanks, Winter. And thanks to everyone listening. Take care, and we’ll catch you next time on the EnableUs Community Podcast. Bye!
Winter, EnableUs Community: Bye everyone!
