Why Referee Checks Matter: A Practical Guide for Australian Trade Employers

Hiring the right person is one of the most important decisions a trade business makes. One poor hire can cost time, money, productivity and morale — especially when crews are small and everyone relies on each other to get the job done safely and efficiently.

Yet one of the most powerful hiring tools is also one of the most commonly skipped: the referee check.

In Australia’s current skills-short market, it can be tempting to rush recruitment. But referee checks remain one of the simplest and most effective ways to reduce risk and improve hiring outcomes — without adding unnecessary complexity.

picture of an illustrated checklist

What is a referee check?

A referee check is a conversation with someone who has directly supervised or worked closely with a job candidate. The purpose isn’t to interrogate or “catch someone out” — it’s to confirm whether the candidate is a good fit for the role and your business.

For trade employers, referee checks help answer questions like:

  • Can this person actually do the work they claim?

  • Are they reliable and punctual?

  • How do they behave on site or in a workshop?

  • Are they safe, respectful and team-oriented?

  • Would you re-employ them?

These are things a resume or interview alone can’t reliably confirm.

 

Why referee checks are especially important in the trades

Trade roles are hands-on, safety-critical and team-dependent. A bad fit doesn’t just slow work down — it can create real risks.

Referee checks help trade businesses:

  • Reduce turnover by hiring people who are more likely to stay

  • Improve safety by confirming competence and attitude on the job

  • Protect business reputation with clients and contractors

  • Avoid costly re-hires and repeat recruitment

  • Build stronger, more reliable crews

In small teams, one wrong hire can have an outsized impact. Referee checks help minimise that risk.

 

Is it legal to conduct referee checks in Australia?

Yes — referee checks are completely lawful in Australia, provided they are done appropriately.

Key principles to follow:

  • The candidate should give consent (usually by listing referees or agreeing verbally)

  • Questions should be relevant to the role

  • Information should be treated confidentially

  • Referees should not be pressured to provide opinions beyond their experience

  • Employers should avoid discriminatory or inappropriate questions

Referee checks should focus on work performance, skills and behaviour, not personal matters.

 

What you should (and shouldn’t) ask in Australia

✅ Appropriate questions to ask referees

These questions are relevant, lawful and useful for trade roles:

  • What was the candidate’s role and how long did they work with you?

  • What type of work were they responsible for?

  • How would you describe their reliability and punctuality?

  • How did they approach safety on site or in the workshop?

  • How did they work within a team?

  • What were their strengths?

  • Were there any areas they needed support or development in?

  • Would you re-employ them in a similar role?

These questions provide balanced insight without crossing legal boundaries.

 

❌ Questions to avoid

In Australia, you should not ask about:

  • Family status or childcare arrangements

  • Age, health or medical conditions

  • Cultural background, religion or nationality

  • Union membership

  • Personal relationships

  • Criminal history (unless legally required for the role)

  • Why the person left due to protected attributes

Stick to work-related performance and behaviour only.

 

Who makes a good referee?

The most useful referees are:

  • Recent supervisors or managers

  • Site supervisors or forepersons

  • Workshop managers

  • Business owners the candidate worked directly under

Friends, family members or unrelated colleagues are less reliable and should generally be avoided.

For apprentices or early-career workers, referees may include:

  • Trainers

  • School-based VET coordinators

  • Workplace supervisors

  • RTO representatives (where appropriate)

 

What if a referee raises concerns?

Not all concerns mean “don’t hire”.

Use the information to:

  • Ask follow-up questions with the candidate

  • Assess whether concerns are relevant to your role

  • Decide if additional support or supervision could address the issue

Referee checks help you make informed decisions, not automatic rejections.

 

Referee checks and fair hiring

Consistent referee checks also help ensure your recruitment process is fair and defensible.

When you:

  • Ask the same questions of each referee

  • Apply the same standards to all candidates

  • Focus on job-related criteria

You reduce bias and increase confidence in your hiring decisions.

 

Starting with a strong foundation

Referee checks work best when they follow a clear recruitment process — starting with a well-written job ad that sets expectations upfront.

Trade-o’s AI-powered Job Ad Generator helps employers create clear, structured job ads quickly, which you can then customise with your specific pay rates, hours, expectations and flexibility options. With thousands of tradies actively searching for work on Trade-o, a strong ad paired with proper referee checks helps employers move from application to hire with confidence.

 

Download our free referee checklist here