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Create ResumeResume references in Australia are usually not listed directly on your resume unless the job ad specifically asks for them. In most cases, write “References available on request” only if you need to fill space, or leave references off completely and prepare a separate referee list for later in the hiring process. Australian employers typically check references after interviews, when you are a serious finalist, not at the first resume screening stage. The most important thing is choosing referees who can speak clearly about your work, reliability, conduct, performance, and how you actually operate in a team.
This is where many candidates get it slightly wrong. They treat references like an admin detail. Recruiters do not. A reference check can confirm the hiring decision, soften doubts, or quietly kill momentum.
In Australia, resume references are the people an employer, recruiter, or hiring manager may contact to verify your employment history, work habits, performance, character, and suitability for a role.
The key word there is verify.
A reference is not meant to repeat your resume. It is meant to answer the questions that are hard to prove from a document or even an interview. Things like:
Did this person actually perform at the level they described?
Were they reliable when things were busy?
How did they handle feedback, pressure, clients, managers, deadlines, or conflict?
Would the previous manager hire them again?
Were there any patterns the hiring team should know before making an offer?
That last one is the quiet part. Most reference checks are not about finding perfect candidates. They are about reducing hiring risk.
From the candidate side, references can feel like a formality. From the employer side, they are often the final reality check before salary, paperwork, onboarding, and internal approval. Hiring someone is expensive, time consuming, and occasionally dramatic. A good reference helps the employer feel they are not walking into avoidable nonsense.
For most Australian resumes, you should not put full references directly on your resume. That means you usually should not include referee names, phone numbers, email addresses, job titles, or workplace details on the resume itself.
There are three reasons for this.
First, your resume should be used to sell your fit for the role. Space matters. Every line should help position you for the job. A block of references takes up valuable space that could be used for achievements, responsibilities, technical skills, leadership scope, client exposure, systems, or measurable results.
Second, you should protect your referees’ contact details. Sending your resume to multiple employers, recruiters, job boards, and online portals means you lose control over who sees those details. Your referees did not sign up to have their mobile number floating around the Australian job market like a lost shopping trolley.
Third, references are usually checked later. Recruiters do not need your referees when they are doing the first resume screen. At that stage, they are deciding whether your background matches the role closely enough to progress you. References become relevant once you have been interviewed and the employer is considering you seriously.
There are exceptions. You may include references if:
The job ad specifically asks for referee details in the application
You are applying for a government, education, healthcare, community services, childcare, aged care, or regulated role where referee details are part of the formal process
You have been directly asked by the recruiter or employer to provide references upfront
You are using a separate application form that requires referee information
Even then, I usually prefer a separate reference sheet unless the application instructions clearly require references inside the resume.
You can write “References available on request”, but it is not essential.
This phrase used to be common on Australian resumes. These days, it does not add much. Employers already assume you can provide references if you reach that stage. It is a bit like writing “I own shoes” before an interview. Probably true, but not doing much work for you.
That said, it is not harmful if your resume layout needs a clean finishing line. It can be useful for early career candidates, career changers, or people with shorter resumes where the page feels slightly unfinished.
Use it like this:
References available on request
Do not overcomplicate it. Do not write a paragraph about how excellent your references are. Do not list “professional and personal references available upon request” unless you have been asked for both.
In most cases, I would rather see a strong final section such as Technical Skills, Certifications, Key Projects, Professional Development, or Additional Information than a references line that adds no real evidence.
The best approach is to keep references off your resume and prepare a separate referee document you can send when requested.
Your reference sheet should be clean, simple, and easy for the recruiter or hiring manager to use. Do not turn it into a design project. Nobody is hiring the prettiest reference table. They want accurate contact details and useful context.
For each referee, include:
Full name
Current job title
Company or organisation
Relationship to you
Phone number
Email address
Best contact time if relevant
Short context note if it helps explain the working relationship
A strong reference entry might look like this:
Referee Name: Sarah Thompson
Position: Operations Manager
Company: ABC Logistics, Melbourne
Relationship: Direct manager from 2021 to 2024
Phone: 04XX XXX XXX
Email: sarah.thompson@example.com
Context: Managed my daily performance, client escalations, reporting deadlines, and team workload across a national operations function.
That context line is useful because it helps the recruiter ask better questions. A vague referee list often creates vague reference checks. When the relationship is clear, the employer understands what that person can credibly comment on.
A weak reference entry looks like this:
John
Manager
0412 XXX XXX
That gives the employer almost nothing. Which company? Current or former manager? Did they supervise you directly? Were they a team leader for three weeks or your reporting manager for four years? When details are unclear, recruiters start doing what recruiters do best: asking follow up questions while silently judging the admin quality.
The best references in Australia are usually direct managers, senior colleagues, team leaders, supervisors, clients, project leads, or stakeholders who have seen your work closely.
The most useful referee is not always the most senior person you know. It is the person who can give specific, credible answers about how you work.
A Chief Executive who barely remembers you is often less helpful than a direct manager who can say, “Yes, she handled the reporting process, managed competing deadlines, improved the handover system, and stayed calm when the client changed scope at the last minute.”
That kind of detail matters.
Strong referees usually have at least one of these qualities:
They managed you directly
They worked closely with you on meaningful tasks or projects
They can confirm your role, responsibilities, strengths, and work style
They communicate professionally and respond promptly
They are likely to give a balanced but positive account
They understand the type of role you are applying for
They can speak to recent performance, not just who you were ten years ago
Be careful with referees who are only impressive on paper. Big titles look good until the reference call becomes awkward because the person cannot answer basic questions about your work.
This happens more than candidates realise. A hiring manager asks, “How did Simar handle competing deadlines?” and the senior referee says, “I was not close enough to her day to day work to comment.” That does not destroy the application, but it wastes an opportunity.
A reference should strengthen your case, not politely confirm your existence.
Avoid using anyone who cannot speak properly about your work, reliability, behaviour, or results. This includes people who like you personally but cannot provide useful professional detail.
You should usually avoid:
Family members
Friends
Colleagues who were not familiar with your work
Managers you left on poor terms with
Anyone who seems reluctant to be contacted
Someone who is difficult to reach
A referee who may give inconsistent or lukewarm feedback
A current manager who does not know you are job searching
That last one matters.
Do not list your current manager as a referee unless they know you are actively looking and have agreed to be contacted. I have seen candidates nearly create workplace chaos by casually offering current manager details too early. A recruiter should not contact your current employer without permission, but do not rely on perfect process from every person in the hiring chain.
If your current workplace does not know you are looking, say this clearly:
My current employer is not aware of my job search, so I can provide current references at offer stage or alternative referees from previous roles.
That is normal. Recruiters understand it. Hiring managers understand it. Nobody sensible expects you to blow up your current employment situation for an early stage application.
If they do, that tells you something useful about their judgement.
Australian employers usually check references after interviews, when you are shortlisted or close to receiving an offer. Sometimes references are checked before a final interview, but this depends on the industry, seniority, company process, and urgency of the hire.
The common stages are:
Resume screening
Phone screen or recruiter conversation
First interview
Second interview or final interview
Reference checks
Background checks if required
Verbal offer
Written offer
Not every employer follows this sequence neatly. Hiring processes in Australia can be surprisingly inconsistent. Some companies are structured and careful. Others run recruitment like a group project where nobody read the instructions.
In many cases, references are checked when the employer has already decided they like you but wants reassurance before committing. They may be checking for confirmation, not discovery.
They want to know:
Is the candidate who interviewed well also strong in real work conditions?
Are there any performance concerns that did not appear in the interview?
Does the previous manager’s description match the candidate’s self presentation?
Will this person fit the team, pace, culture, manager, and workload?
Is there anything we need to manage carefully if we hire them?
This is why reference checks can feel strangely positive but still matter. The employer may already want to hire you, but a vague, negative, or inconsistent reference can introduce doubt at the worst possible stage.
Reference checks are not just about confirming employment dates. That is the shallow version. A serious recruiter or hiring manager will use references to test the hiring story.
If you have positioned yourself as calm under pressure, they may ask how you handled deadlines. If you said you managed stakeholders, they may ask how you handled difficult personalities. If you claimed leadership capability, they may ask how people responded to your direction.
Common reference questions include:
What was your working relationship with the candidate?
What were their main responsibilities?
How would you describe their performance?
What were their strongest areas?
Where did they need support or development?
How did they handle pressure, feedback, and competing priorities?
Were they reliable and consistent?
How did they work with managers, peers, clients, or stakeholders?
Would you rehire them?
Is there anything we should know before hiring them?
The question “Would you rehire them?” is one of the most revealing. It cuts through polite language quickly.
Some referees give glowing detail. Some give careful, measured answers. Some sound positive but strangely vague. Recruiters listen to both the words and the energy. A reference does not need to sound like a fan club, but it does need to sound credible.
Here is the difference.
Weak Example: “Yes, she was good. No issues.”
That is not bad, but it is thin. It does not give the hiring manager much confidence.
Good Example: “She was reliable, handled a high volume of client enquiries, picked up new systems quickly, and became the person we trusted with escalations because she stayed calm and followed through.”
That gives evidence. It paints a work picture. It helps the employer imagine the candidate in the role.
This is why choosing the right referee matters. A bland reference from a decent person is still a bland reference.
In Australia, you should usually prepare two to three professional references.
Two is enough for many private sector roles. Three may be requested for senior roles, government roles, education, healthcare, community services, executive appointments, or jobs involving trust, compliance, vulnerable people, safety, or public responsibility.
I recommend having at least three people ready, even if you only send two at first. Hiring processes can move quickly once an employer reaches reference stage. You do not want to be scrambling for a referee while another candidate is already reference checked and offer ready.
For most candidates, a good mix looks like this:
One recent direct manager
One previous manager or senior stakeholder
One colleague, client, project lead, or indirect manager who can speak to a different part of your work
For leadership roles, choose people who can speak to different dimensions of your capability. One person may comment on people leadership. Another may comment on commercial judgement. Another may comment on stakeholder management, transformation, governance, delivery, or technical expertise.
For graduates or early career candidates, referees can include supervisors from internships, casual jobs, university projects, volunteer roles, placements, or part time work. The title matters less than the ability to comment on reliability, attitude, communication, and learning speed.
If you do not have professional references, do not panic, but do not pretend it is irrelevant either. Employers still want some form of reassurance.
This situation is common for:
School leavers
Graduates
Career changers
Migrants new to the Australian job market
People returning after a career break
Candidates from self employment or family businesses
Candidates leaving a difficult workplace
People whose previous managers have moved on or are unreachable
The key is to provide the strongest credible alternative.
You may use:
Internship supervisors
Placement coordinators
Volunteer managers
Academic supervisors for relevant project work
Clients or customers
Project leads
Senior colleagues
Community organisation leaders
Business partners
For early career candidates, a manager from hospitality, retail, customer service, tutoring, volunteering, or admin can still be valuable. Employers are often checking basic work behaviours: reliability, maturity, communication, punctuality, coachability, and how you respond when things are busy.
A hiring manager may not care that your referee cannot speak about corporate reporting if you are applying for an entry level office role. They may care that your former café manager says you turned up on time, handled difficult customers without drama, learned quickly, and did not need to be chased every shift.
That tells them something useful.
If you are returning from a career break, be honest and practical. You can say:
I have been out of the workforce for a period, so my references are from previous roles. I can provide referees who can speak to my work ethic, reliability, stakeholder communication, and previous performance.
That is better than awkwardly avoiding the issue.
Yes. Always ask permission before using someone as a reference.
This is not just polite. It is strategic.
A surprised referee is rarely your best referee. They may not remember details. They may be busy, distracted, or unsure what role you are applying for. They may give a generic answer because they have not had time to think.
Before providing a referee’s details, contact them and explain:
The type of role you are applying for
The company or industry if you can share it
Why you think they are a good referee
The key strengths the employer may ask about
Any specific projects, responsibilities, or achievements they may remember
Whether they are comfortable being contacted
You are not scripting them. Do not coach someone to lie or exaggerate. That is silly and can backfire quickly. You are simply giving them context so they can speak accurately and usefully.
A simple message can work:
Hi Sarah, I am applying for a Customer Operations Manager role and have reached reference stage. Would you be comfortable acting as a referee for me? The employer is likely to ask about my team coordination, client escalations, reporting deadlines, and reliability. I thought of you because you managed me directly during that period. Please let me know if you are comfortable with this.
That message does three things. It asks permission, explains the role, and reminds the referee what to focus on.
This is how organised candidates behave. It also reduces the chance of a vague reference.
Most reference problems are avoidable. They usually come from treating references as an afterthought.
The biggest mistake is choosing referees based on title instead of usefulness. A senior person who barely knows your work is not better than a direct manager with detailed, positive examples.
Another mistake is assuming all positive references are equal. They are not. A reference that says “nice person, no issues” is polite, but not powerful. A reference that gives concrete examples of performance, reliability, problem solving, and team impact is much stronger.
Candidates also forget to update referee details. Disconnected phone numbers, old emails, changed companies, and unreachable referees slow everything down. In a competitive process, delay can hurt you. It may not be fair, but hiring often rewards the candidate who is ready when the employer is ready.
Another common issue is giving references too early. Some candidates send referee details with every application because they think it makes them look transparent. It usually just gives away private information before it is needed.
You should also avoid listing referees who may be emotionally complicated. A manager may have liked you personally but still felt frustrated by your resignation, workload handover, performance, or team dynamics. If there is tension, think carefully.
Finally, do not assume a reference check is only a tick box. Sometimes it is. Sometimes it is the difference between one finalist and another. If two candidates interview well, the one with stronger, clearer references often feels safer to hire.
Hiring is not always about who is most talented. Often, it is about who creates the least doubt.
When an employer asks for references early, candidates often worry. Sometimes that worry is justified. Sometimes it is just process.
Here is what it can mean in practice.
It may mean the organisation has a standard application process, especially in government, education, healthcare, aged care, childcare, disability support, security, finance, or compliance heavy roles.
It may mean the recruiter wants to move quickly if interviews go well.
It may mean the employer has had hiring issues before and is trying to reduce risk earlier.
It may also mean poor process. Some employers ask for too much too soon because their recruitment system is clunky or because nobody questioned the form.
If you are uncomfortable providing references too early, you can respond professionally:
I am happy to provide professional references once we reach the appropriate stage of the process. My current employer is not aware of my search, so I would prefer references to be contacted only after interview and with my permission.
That is reasonable. A good recruiter will understand.
If they push aggressively for current manager details before an interview, pay attention. That is not normal in many professional hiring processes, and it may signal poor boundaries.
A strong reference can do more than confirm you are employable. It can remove doubt.
For example, a hiring manager may like a candidate but worry they are a little quiet in interview. A referee might say, “She is thoughtful at first, but once she understands the context, she is very clear with stakeholders and often becomes the person people rely on for calm judgement.” That can reframe the concern.
Or the employer may worry about a career change. A referee might explain how quickly the candidate learned a new system, adapted to a different team, or handled unfamiliar responsibilities. That helps the employer see transferability.
References can also hurt when they create inconsistency.
If your resume says you led a project but your referee says you supported the person who led it, that matters. If you say you left for growth but your referee hints at performance concerns, that matters. If you present yourself as senior but your referee describes you as needing heavy direction, that matters.
This does not mean every reference must be perfect. Balanced references can be very credible. In fact, overly perfect references sometimes sound rehearsed. A good referee can mention development areas while still supporting your suitability.
For example:
Good Example: “At the start, she needed support with stakeholder confidence, but she improved quickly. By the end of the year, she was leading client updates independently and handling difficult conversations much more confidently.”
That kind of answer can actually help. It shows growth, self awareness, and improvement.
The problem is not a referee mentioning development areas. The problem is when the development area matches a concern the employer already has and there is no evidence of improvement.
Applicant tracking systems, or ATS platforms, are commonly used in Australia to manage job applications, but they usually do not need your references at the resume screening stage.
An ATS may store your application, parse your resume, collect screening questions, and help recruiters manage candidates. It is not typically deciding your reference quality when you first apply. That comes later through human contact or an integrated reference checking tool.
Some employers use online reference checking platforms where referees receive a form or survey instead of a phone call. These tools are common in high volume hiring, healthcare, education, government adjacent roles, and corporate recruitment processes.
Online reference checks can feel impersonal, but they still matter. Referees may be asked to rate skills, reliability, communication, teamwork, integrity, leadership, safety, or performance behaviours. They may also be asked open questions.
This is another reason to prepare referees properly. A rushed referee completing an online form between meetings may give short answers. A prepared referee is more likely to provide useful detail.
Do not try to game reference systems. Just make sure your referee understands the role, remembers the relevant work, and is genuinely willing to support you.
The best practice is simple: keep references off the resume, prepare a separate referee list, ask permission, brief your referees properly, and only provide their details when requested or when the process genuinely requires it.
Here is the practical approach I recommend:
Do not list full referee details on your resume unless specifically requested
Use References available on request only if it fits the layout
Prepare a separate reference sheet with two to three professional referees
Choose referees who can speak specifically about your work
Ask permission before sharing their details
Brief each referee on the role and the likely focus of the reference check
Protect current employer confidentiality
Keep contact details updated
Tell the recruiter if a referee should only be contacted at a certain stage
The quiet strategy is this: your references should support the story your resume and interview have already told.
If your resume positions you as a strong operations person, your referees should be able to confirm your organisation, follow through, stakeholder management, and problem solving. If your interview presents you as a people leader, your referees should be able to discuss how you actually led, coached, influenced, handled conflict, and delivered through others.
References work best when they are consistent with the rest of your application.
That is what hiring teams trust.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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