Supporting the Next Generation of Leaders: How to be a Trusted Referee

In every recruitment process, the voices of referees play a crucial role in shaping fair, informed, and values-aligned decisions. This article, Part 1 of a two-part series, is written for referees, including principals, senior leaders, and colleagues, and takes a professional, ethical, and advisory approach to reinforce the trust and responsibility that sit at the heart of providing a reference.

At ANZUK Executive, we take the reference process seriously. Every referee conversation forms a vital part of our commitment to ethical, child-safe and values-aligned recruitment. Our reference checks are conducted with professionalism, confidentiality, and care — exploring a candidate’s impact, leadership approach, and alignment with a school’s culture and strategic direction. We approach each conversation as a professional dialogue, not a checklist, ensuring that every appointment decision is informed by authentic insight and evidence. This rigour is one of the ways we uphold trust across the education sector and help schools appoint leaders who will make a meaningful and lasting difference.

1. Understanding Your Role

• Referees are key partners in ensuring fair and transparent recruitment.
• Your perspective provides depth beyond the résumé, confirming achievements, values, and leadership approach. Your examples need to be from an educational perspective, and demonstrate how the candidate would manage in the role they are applying for.
• In schools, a referee’s statement is not just professional courtesy, it’s a component of our collective duty of care.

2. Before You Say “Yes”

• Accept only if: You’ve worked closely enough to comment on performance. You can provide balanced, evidence-based feedback that speaks to professional conduct, wellbeing leadership, inclusion, and alignment with school values. You can meet the requested timeframe. It’s ethical to decline if you feel you can’t be objective or don’t have sufficient knowledge.

3. Timeliness and Professional Courtesy

• Recruiters often operate under tight schedules; delayed references can disadvantage the candidate.
• Notify the recruiter promptly if you are not available; suggest alternate times or formats.

4. Giving Honest, Constructive Feedback

• Use observable evidence, not opinion.
• Be specific: describe behaviours and outcomes.
• Balance strengths with developmental areas.
• Example phrasing: “She leads teams through complex change effectively; a next step is developing confidence in board-level presentations.”
• Avoid surprises; any noted development areas should have been previously discussed with the candidate.

5. Confidentiality and Sensitivity

• Share information relevant to professional performance only.
• Avoid disclosing personal details or private organisational issues.
• Remember you represent your own professional integrity.

6. Legal and Ethical Considerations

• In education, reference checks are part of due diligence for child safety and compliance (e.g., VRQA, Child Safe Standards).
• Stick to factual, job-related content.
• Never exaggerate or omit serious professional concerns.

7. After the Reference

• If you’re contacted again for updates, remain consistent.
• Consider debriefing the candidate (if appropriate) to support their professional reflection.
• Keep notes for your own record of what you shared.

Being asked to act as a candidate’s referee carries genuine professional responsibility. The insight you provide supports not only an individual’s career journey but also strengthens the quality of teaching, leadership, and learning across our sector as a whole.

*Written with AI Support