World Vision Reference Check Form
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Daniel TilahunWorld Vision Reference Check Form
Uploaded by
Daniel TilahunREFERENCE CHECK FORM
World Vision is a Christian Humanitarian, Development and Advocacy organisation dedicated to working with children,
families and communities to overcome poverty and injustice. World Vision serves all people, regardless of religion, race,
ethnicity, or gender. [Link]
Please Note: The candidate identified below has provided permission to World Vision to seek your reference. Please fill
out this form to the best of your knowledge. Thank you!
Name of candidate:
Position/Assignment being considered for:
Reference conducted by:
Referee’s full legal name:
Referee’s position and organisation
Contact number and/or email:
Date of reference:
Reference Questions:
How long have you known this candidate and in what context?
Please provide a brief description of the type of work that the candidate was responsible for.
Can you describe the applicants’ relationship with co-workers, subordinates (if applicable) and with supervisors?
How would you describe the candidates thinking process in tackling complex work-related issues and coming up with
appropriate solutions? Please describe how this person seeks to gather information from others that enables them to
perform their work.
Did the candidate meet the expectation of the role? What were their key achievements? What were their strengths on
the job? Please describe:
We all have areas in which we need to grow. What developmental opportunities would you propose for this candidate?
If hired, what support could World Vision provide to the candidate?
Have you seen any behaviours or beliefs in this candidate that may be inconsistent with WV’s Christian ethos and values?
World Vision is a child-focused organisation that is committed to safeguarding all children as well as adult beneficiaries,
and has zero tolerance for incidents of violence or abuse against children or adults, including sexual exploitation or
abuse, committed either by employees or others affiliated with our work. Therefore, World Vision does not hire staff
whose background is not suitable for working with children or vulnerable adults, even if their role does not interact
directly with them.
To the best of your knowledge, has the candidate ever behaved in a manner that could compromise a child or adult
beneficiary well-being and/or protection (safety or security)? Please explain any potential concerns you may have.
Would you recommend him/her for the position they have applied for? Why or why not?
Why did/is this person leave/looking to leave the organisation or their current role?
Is there anything else that you would like to add or believe we should know before hiring this candidate (e.g. disciplinary
issues, non-performance, personal values, etc?
For Internal candidates only. If possible, please provide some examples of how this person integrates their Christian
faith with their work decisions/achievements if at all?
SELF-ASSESSMENT -
WORLD VISION CORE COMPETENCIES
Each of the below areas is based on World Vision International's Core Competencies. Please select the drop down
option that would best describe the candidate.
Deliver Results
I focus on and help achieve the things that matter most, with clear evidence of my contribution.
Select your answer
Learn and Develop
I create opportunities for myself and others to grow, strengthen competence and improve performance.
Select your answer
Partner and Collaborate
I engage and influence networks of people beyond my role to make a bigger difference than we could alone.
Select your answer
Improve and Innovate
I seek and discover new and better ways of doing things, solve problems and turn ideas into action.
Select your answer
Embrace Change
I approach change and the opportunities it offers with openness and courage, and I encourage others to do the same.
Select your answer
Be Accountable
I exercise wise stewardship, showing sound judgment and integrity in the decisions and choices I make.
Select your answer
Be Safe and Resilient
I take care of my personal well-being and support others to do the same.
Select your answer
Thank you for your responses. This information will be held by World Vision in order to assess the candidate’s suitability
for the position which he/she is being considered. It may be necessary to share this information within the WV
Partnership as part of the hiring decision-making process. We request you indicate your consent to this occurring by
ticking the appropriate answer below.
Yes No
Common questions
Powered by AIWorld Vision emphasizes the need for candidates to align with its Christian ethos and values by asking referees if they have observed any behaviors or beliefs inconsistent with these values. World Vision maintains a strict stance on safeguarding children and adult beneficiaries, implying that candidates with any behavior compromising safety or security are not hired. Additionally, there are checks on how candidates integrate Christian faith into work decisions, especially for internal candidates .
The reference check form differentiates between basic information gathering and in-depth insights by collecting detailed accounts of the candidate's past work responsibilities, relationships with co-workers and supervisors, and their approach to complex problem-solving. It further evaluates specific behaviors and achievements that demonstrate alignment with World Vision's values and the candidate's ability to fulfill role expectations. This comprehensive approach allows World Vision to assess the candidate’s potential suitability not just superficially, but in alignment with organizational goals and values .
World Vision ensures its hiring process adheres to ethical standards by requiring referees to report any behavior inconsistent with World Vision’s Christian ethos. They've implemented a clear policy to not hire staff unsuited for working with children or vulnerable adults. The organization also involves referees in assessing potential hires’ past conduct, fostering a transparent hiring procedure based on integrity and strict safeguarding policies .
Previous achievements and strengths are significant in World Vision's candidate evaluation, as they reflect how well the candidate met role expectations and contributed to the organization's goals. Referees are specifically asked to describe the candidate's key accomplishments and strengths, providing evidence of their ability to deliver results and align with World Vision’s mission. This information helps assess the candidate’s potential impact if hired .
World Vision considers a candidate's potential impact on organizational culture and values by evaluating their alignment with the Christian ethos and any behaviors that may have compromised child or adult safety in the past. By ensuring that candidates' personal values and past actions don't conflict with the organization's humanitarian mission, World Vision seeks to maintain a culturally coherent workplace committed to its foundational principles and safeguarding policies .
World Vision fosters personal development and innovation by encouraging staff to embrace opportunities for growth, improve performance, and discover better ways of doing things. Employees are expected to learn and innovate by solving problems and turning ideas into action, which are key elements of World Vision's Core Competencies, as they fundamentally support the organization's mission of making a meaningful difference .
World Vision addresses potential developmental needs by querying referees for insights into areas where the candidate can grow. They assess whether candidates could benefit from additional support such as training or mentorship. This proactive approach helps World Vision prepare to support new hires in their professional development, ensuring they achieve their full potential within the organization's framework .
Evaluating how candidates integrate personal values with work decisions is crucial for World Vision because it ensures candidates can uphold the organization's Christian values in professional contexts, impacting how they handle ethical dilemmas and make decisions. This evaluation helps maintain integrity and alignment across World Vision's global initiatives, safeguarding its commitment to ethical practices and humanitarian advocacy .
World Vision's commitment to safeguarding children significantly impacts its selection criteria by excluding potential employees whose backgrounds suggest risks to child safety or security, regardless of their role's direct interaction with children. This zero-tolerance policy for violence or abuse necessitates comprehensive reference checks to identify any past behaviors that could compromise the well-being of children or vulnerable adults .
Self-assessment of core competencies is crucial in World Vision's assessment, as it enables candidates to reflect on their skills in delivering results, learning and developing, partnerships, innovation, and accountability. This self-evaluation helps World Vision gauge candidates' self-awareness and willingness to grow—qualities essential for aligning personal goals with those of World Vision, facilitating the selection of candidates who can effectively support corporate objectives .