Referoo

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Referoo Referoo is the ultimate reference and background checking solution, with all your employment checks all in one place.

One partner, one platform and one candidate email for streamlined hiring - it’s employment checking, simplified. We exist to make the lives of recruiters easier. Referoo will help you to check candidate references in no time. Referoo allows you to contact multiple referees from your dashboard and who fill out a customised secure evaluation survey about your candidate and their reports appear in real time. Once you have the desired number of references, Referoo produces a smart, branded report for you to send to your client. Referoo founders Chris and Neil have a background in recruitment and sales and have requested and completed hundreds of references over the years. There were no easy to use, reliable or cost effective solutions to producing good looking comprehensive references for clients. We identified key areas of pain in recruiters life when it came to reference checking such as getting referees to talk to you at a convenient time, having a form for the referee to complete that looked professional, time taken chasing referees around the world in different time zones or simply having your calls ignored. Referoo is in beta testing right now and we'd love you to sign up for a free trial. Help us create something that will make the recruitment process easier, quicker and a little less painful for recruiters.

A quiet stat that says a lot: SHRM data puts the number of companies using social media for recruitment at 84%, with 43%...
30/09/2026

A quiet stat that says a lot: SHRM data puts the number of companies using social media for recruitment at 84%, with 43% using it specifically to screen applicants.

That is not a niche add-on anymore. That is standard practice.

Most of that growth has happened without formal policy catching up. Teams are googling candidates in an ad hoc way, on personal devices, with no consistent criteria and no record of what was checked or why.

That is where the risk lives. Not in the checking itself, but in the inconsistency.

A social media or adverse media check that is structured, documented and applied the same way for every candidate protects your business and treats every applicant fairly.

Where does your team currently sit? Formal process, or "someone just has a look"?

Source: SHRM, cited in SelectSoftwareReviews, 2026

Banned in one, banned in all is now the rule across Australia.If a person is refused a Working with Children Check in on...
17/09/2026

Banned in one, banned in all is now the rule across Australia.

If a person is refused a Working with Children Check in one jurisdiction, that refusal applies in all of them. Governments have also agreed on a national baseline of serious offences, minimum standards for risk assessment and what information gets shared between screening units.

If you hire across state lines, this is worth a second look at your onboarding process. What used to be a jurisdiction by jurisdiction check is becoming a national one.

Is your screening process built for that yet, or still catching up state by state?

Referoo can help you standardise working with children and background checks across every state, all from one platform.

Get in touch to find out how.
https://www.referoo.com/contact-us

https://www.childsafety.gov.au/what-we-do/child-safe-organisations/working-children-check-reform

Behind every great care team is a lot of quiet compliance work nobody sees. Police checks, WWCCs, NDIS clearances, all t...
10/09/2026

Behind every great care team is a lot of quiet compliance work nobody sees. Police checks, WWCCs, NDIS clearances, all ticking along in the background so families and residents can trust who is looking after them. That invisible work matters. 🙌

Referoo brings police checks, WWCCs and RTW clearances into one platform, so your care team can spend less time chasing paperwork and more time on what matters.

Get in touch to find out more: https://www.referoo.com/contact-us

'Social media checks' and 'adverse media checks' often get used like they mean the same thing. They don't. A social medi...
31/08/2026

'Social media checks' and 'adverse media checks' often get used like they mean the same thing. They don't.

A social media check looks at a candidate's public posts, activity and behaviour across platforms like LinkedIn, Instagram, Facebook and X. It builds a picture of professionalism, conduct and cultural fit.

An adverse media check scans global news sources and publicly available information for negative coverage, such as fraud, regulatory action or criminal matters.

Both matter. Together, they give you a fuller picture before you make a hire, not just what a candidate says about themselves, but what is publicly known about them.

Know the difference, use both where it counts.

2015: "why would you even check someone's Facebook for a job?"2026: "wait, you didn't check their socials before the off...
28/08/2026

2015: "why would you even check someone's Facebook for a job?"

2026: "wait, you didn't check their socials before the offer went out?"

Things change fast. Standard practice today looked optional a few years ago. Adverse media and social checks are having their moment.

Ready to make it standard practice for your team? Book a demo with Referoo today.

Hiring under pressure does not mean cutting corners on checks. It means having a system that keeps up.Referoo Hub gets y...
26/08/2026

Hiring under pressure does not mean cutting corners on checks. It means having a system that keeps up.

Referoo Hub gets your reference, background and ID checks done faster, without adding admin to your plate. One request to the candidate. One dashboard for your team. One less thing to worry about before an offer goes out.

Book a demo and see how much time your team could get back this hiring season.

Over the past two years, the Australian Skills Quality Authority (ASQA), the national regulator for vocational education...
07/08/2026

Over the past two years, the Australian Skills Quality Authority (ASQA), the national regulator for vocational education and training, has shut down more than a dozen colleges and cancelled over 43,000 qualifications across aged care, disability, early childhood education and community services.

The Australian Government has committed $4.8 million in 2026-27 to continue regulatory and enforcement activity, on top of the $4.7 million invested in 2025-26 because the problem isn't going away.

The risk is highest in aged care, disability, mental health and youth work. These are sectors where a fake qualification isn't just a compliance problem, it's a direct risk to the people your organisation is meant to protect.

Academic achievement and Professional qualification checks exist precisely for this reason. They're a practical, affordable way to verify what a candidate is claiming before you put them in a role where it matters.

Is your organisation verifying qualifications for high-risk roles?

Reference checks. Background checks. ID verification. Plus social and adverse media checks.Referoo Hub brings all of it ...
06/08/2026

Reference checks. Background checks. ID verification. Plus social and adverse media checks.

Referoo Hub brings all of it into one platform, one email, one workflow.

No juggling vendors. No chasing referees across five different tools. Just one place to see the full picture before you hire.

Sick of the vendor shuffle? Book a demo today.
www.referoo.com/demo

The four pillars of a defensible check.Whatever tools you use, a defensible social media or adverse media check rests on...
05/08/2026

The four pillars of a defensible check.

Whatever tools you use, a defensible social media or adverse media check rests on the same four foundations.

Consent: tell candidates upfront that these checks are part of your process, and get it in writing.

Relevance: only act on information that relates to the role. If something isn’t job-relevant, document that you set it aside.

Documentation: record what was reviewed, when, by whom and the job-related reason behind any decision.

A human in the loop: use technology to surface information, then have a trained person assess it in context.

Applied consistently across every candidate, these four turn a risky habit into a fair, repeatable process.

Recruiter brain during interviews: "great answers, great energy, love it."Recruiter brain five minutes later, googling t...
31/07/2026

Recruiter brain during interviews: "great answers, great energy, love it."

Recruiter brain five minutes later, googling the candidate's name: "wait."

We've all been there. A social media check formalises the checks hiring managers need. The difference is doing it consistently, fairly and on the record.

What's the most "wait" thing you've ever found while googling a candidate? Tell us below (no names, obviously).

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