SESAY / Payroll recruitment

Payroll Reference Checks That Go Beyond Confirming Job Titles

Verify the candidate's actual responsibilities, independence and working behaviours.

Published by SESAY · 11 November 2026

← Payroll recruitment resources

A title and employment date do not show whether someone prepared a payroll, reviewed it or led the whole function. Seek the candidate's permission before contacting referees, especially a current employer, and explain the role you are assessing them for.

Questions for a relevant referee

  1. In what capacity did you work with the candidate, and for how long?
  2. Which payroll tasks did they personally own?
  3. What was the workforce, system and processing complexity?
  4. What review or supervision did they need?
  5. How did they check results and handle discrepancies?
  6. Can you describe their response to a mistake or deadline risk?
  7. How did they communicate with employees, managers and finance?
  8. What development support would help them in this role?

Ask for specific examples. Where practical, verify referee identity through an independently established business contact route. Keep notes factual, relevant and access restricted.

Interpret references carefully

A referee may be limited by company policy or may not have directly observed the skill you are assessing. Record that limitation rather than treating silence as a negative finding. If a reference materially conflicts with other evidence, seek clarification before deciding.

Avoid collecting unrelated personal information. Use your recruitment privacy procedures to manage access, retention and disposal of candidate records. Do not assume all applicant information is covered by the employee-records exemption; obtain appropriate advice about your organisation's obligations.

Your final check

Compare the reference with the interview and practical exercise. Does it support the same level of responsibility? Are the remaining development needs manageable? References should complement demonstrated capability, rather than replace it.

Next step: Discuss payroll recruitment with SESAY.

Sources: Fair Work reference-check template; Fair Work workplace privacy guide; OAIC employment privacy guidance.

We assess their payroll capability.
You assess their culture fit.

Discuss the role, the skills you need and the evidence behind your shortlist.

Discuss your recruitment needs

Explore Payroll Recruitment Specialist →