Online Reference Checking: How AuthNTick Works

Start with the role and the questions that matter

A cyber security manager and a customer service supervisor need different questions. Hiring teams can prepare a questionnaire in three ways:

• Generate with AI: enter the industry, role and reference type, select relevant competencies and optionally add a job description to generate a draft questionnaire.
• Start from a pre-built template: choose from the reference questionnaire library and customise a copy for your organisation.
• Create your own: start with a blank questionnaire and add the sections and questions you need.

Review the wording, response options and required questions before using a template. AI-generated questions are a starting point for customer review; they do not establish that the questionnaire is accurate, appropriate or sufficient for a particular role.

Select the questionnaire and required referee count when configuring an organisation package. Packages support one, two or three required referees. The standard unconfigured workflow allows up to two; the candidate follows the configuration of their check.

Candidate consent, then a digital invitation

The candidate supplies referee contact and relationship details, relevant employment information and consent to contact their nominees. Nominated referees receive a digital invitation to respond. The relationship confirmation gives the referee a chance to identify an incorrect relationship or say that they cannot provide the reference.

A nominated contact is not automatically an independent or credible source. Consider whether the referee observed the relevant work, and investigate identity or relationship concerns where needed. AuthNTick captures the information supplied; it does not independently guarantee every statement.

Six stages from confirmation to review

The standard employment questionnaire follows Confirm details → Employment → Performance → Conduct → Suitability → Review. The selected template determines the questions and sections, so custom questionnaires may differ.

1. Confirm details: review the candidate and relationship information and confirm whether the referee can provide a reference.
2. Employment: confirm the candidate-provided role and dates or supply corrections where information differs.
3. Performance: describe responsibilities, strengths, development areas and observed performance.
4. Conduct: provide professionalism and reliability feedback and disclose relevant concerns or limits on what can be commented on.
5. Suitability: answer the role-related suitability and re-employment questions from the referee's perspective.
6. Review: check the answers and declaration before submitting.

The workflow saves progress and sends reminders for eligible pending requests. A referee can still decline or fail to respond. An expired invitation can be recorded as unverified with the relevant limitation; a request does not guarantee a completed response.

A report that keeps the evidence visible

The completed Reference Check report brings together candidate-provided information, referee confirmation, differences requiring review, performance, conduct and suitability responses, and the complete question-and-answer record. Multiple referees remain separately identifiable.

In this fictional example, Jordan declared a start date of 3 February 2020, while Alex supplied 17 February 2020. That difference is a reason to ask for context. It does not establish dishonesty or automatically determine whether Jordan should progress.

Evidence for your decision — not the decision itself. A review status draws attention to confirmation issues and limitations; it is not an opaque candidate score. The referee's suitability response is their opinion, not an AuthNTick hiring recommendation. Read the complete responses alongside your other evidence before deciding.

Connect reference evidence with the rest of hiring

Screen → Assess → Interview → Verify → Hire connects CV Screening, Skills Assessments, Eilo AI Interviews and background screening, identity and other verification. Reference Checks add corroborating evidence from people who know the candidate's work. A discrepancy can guide a follow-up discussion; a referee's example can add context to an interview answer.

AuthNTick Reference Checks are designed to support an organisation's AS 4811:2022-aligned workforce screening process. A Reference Check alone does not establish or certify an organisation's compliance with AS 4811:2022.

For the broader screening principles, see our AS 4811 and reference checking guide. Service scope and responsibilities are set out in the Reference Check screening terms.