Obtaining references
References following a conditional job offer
Once a conditional job offer has been made and accepted, the setting must obtain and verify appropriate references before confirming the appointment or allowing the successful candidate to begin work.
The Early Years Foundation Stage (EYFS) statutory framework requires early years providers to obtain references before recruiting a new member of staff. References are an important part of the safer recruitment process, helping employers verify the information provided by the candidate and assess their suitability to work with children.
Requesting and checking references
When obtaining references, employers should:
- Obtain the candidate’s permission before contacting their referees
- Ideally request references from the candidate’s current or most recent employer
- Obtain two references wherever possible
- Ensure references are factual, relevant, and provided by an appropriate person with sufficient knowledge of the candidate
- Request information about the candidate’s employment history, role, responsibilities, conduct and suitability to work with children
- Include appropriate questions about safeguarding concerns, allegations, and relevant disciplinary matters
- Check that the information provided is consistent with the candidate’s application form and interview responses
- Follow up any unclear, incomplete, vague or contradictory information directly with the referee/s
- Verify the authenticity of each reference, for example by contacting the organisation using independently obtained contact details
- Keep an appropriate written record of the references received, the verification checks completed, and any follow-up action taken
Open references addressed “To whom it may concern” should not be accepted. Testimonials or references brought to the interview by the candidate should not be relied upon, as their authenticity may not be verifiable.
Candidates without a recent employment history
References should normally relate to the candidate’s most recent employment, particularly where the role involved working with children.
If the candidate is applying directly from college, university or a training provider, a reference should be requested from the relevant place of study. Where possible, providers should also obtain a second reference from another suitable source, such as a work placement, or voluntary work.
Personal references should only be considered where employment, education or training reference is not available. They should not be provided by a family member or close friend. Any gaps in employment, education or training should be discussed with the candidate and satisfactorily explained before the appointment is confirmed.
Early years employment reference template
The Department for Education has published an Early Years Employment Reference Template that early years providers can use when giving references for current and former employees.
The template includes questions about the individual’s:
- role and employment history
- safeguarding history and
- suitability to work with children
Important
The appointment should remain conditional until satisfactory references and all other required pre-employment and suitability checks have been completed. If a reference raises any concerns, these should be explored carefully and recorded before a final recruitment decision is made.