5 - References
The purpose of an employment reference is to obtain information about the past employment history of a candidate. References need to be treated with some caution by the Panel, as they have the potential to be indirectly discriminatory due to the possible prejudice of the referees. It should be noted that many employers, particularly from the private sector, will only provide basic factual information relating to the applicant’s current or most recent employment. This is generally a policy decision and should not be seen as a negative comment on the person's suitability.
- Authorisation must be obtained from each candidate prior to any contact with referees.
- At least one referee must be the candidate’s current employer (where applicable).
- References are confidential to members of the Appointing Committee and should not be passed to anyone else, including the candidate.
- A final offer will not be confirmed until all references have been received.
- References should be used to inform the final decision-making process.
- Under the Data Protection Act 1998, the content of a reference and it's use in the selection process could be scrutinised by the applicant.
Research & Teaching
References will be requested where permission is given for all short-listed candidates. References are normally considered by the Panel following the interviews, to confirm choice of candidate.
MPA, Technical & Operational
References will be requested for the preferred candidate only following interview for posts up to and including grade 7, with the exception of research technicians.
Posts at level 8 and upwards references will be requested where permission is given for all short-listed candidates. References are normally considered by the Panel following the interviews, to confirm choice of candidate.
If you have any concerns about the information provided in a reference, you should contact your HR Manager immediately.
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