UN reference checks and pre-employment verification

Reference and background checks test whether the information used in a UN selection can be supported. They can cover employment, education, identity, conduct and other matters relevant to the post.

The precise process differs among UN organizations and jobs. Security-sensitive roles, work with children, financial authority and field assignments can require additional checks.

When references are contacted

The UN Careers application guidance says that reference checks are conducted for candidates under closer consideration and that the candidate is notified.

If an applicant objected to contact with the current employer, UN Careers states that the employer will not be contacted until the candidate has been selected and confirms interest in the position. That protection applies through the Secretariat process described on the page. Other organizations may use different consent wording.

A reference request is encouraging, but it is not a final offer. More than one candidate can be checked, and other approvals may remain.

Choosing and preparing references

Follow the application’s instructions on number and type of references. Supervisors who directly observed the work can usually speak to duties, performance and conduct more clearly than senior figures with little contact.

Ask permission before listing someone. Confirm current title, organization, email and phone number. Tell the referee which vacancy is involved and provide the submitted application or a factual summary of the relevant work.

Do not script praise or ask the referee to confirm duties that were not performed. The purpose is verification and professional assessment.

Where a former employer has a policy of giving only dates and title, provide the official HR contact and, if allowed, a former supervisor who can discuss performance.

Employment verification

Dates, title, working hours, contract type and duties can be checked. Differences are easier to resolve when employment certificates and contracts are available.

Common problems include rounding dates, treating part-time work as full-time, combining several consultancies into uninterrupted employment and using a functional title that differs from payroll records. Explain such differences in the application or when asked.

For self-employment, keep contracts, invoices, client references and records that show the work and timing. Confidential agreements may limit what can be shared, but they do not justify inventing a conventional employer.

Overlapping employment should be transparent. A part-time advisory role can overlap a full-time post legitimately; the hours and permission need to be clear.

Education and professional credentials

The organization may verify awarding institution, degree, field, dates and completion. Supply the exact name shown on the certificate and transcript.

If documents are in another language, follow instructions on certified translation. Do not alter scans or create an English degree title that the institution never awarded.

Licences and certifications can be checked with the issuer. A credential described as current should remain valid through the period required by the vacancy.

Conduct, criminal record and conflicts

Applications can ask about criminal convictions, disciplinary matters, separation from employment and family relationships. Answer the question as written and give any requested explanation.

Disclosure does not always mean automatic exclusion. Concealment can become a separate integrity problem. Legal advice may be appropriate where a question interacts with expunged records or national privacy law.

Candidates may also be asked about conflicts of interest, outside activities, financial interests or family connections. A relationship that must be declared should not be hidden because the applicant believes it will be harmless.

Preparing the file

Keep a table matching each employment entry to a verifier and supporting document. Check that dates across the CV, Inspira form, LinkedIn profile and certificates do not contradict each other.

Tell references to watch for a message from the organization or its authorized screening provider. A slow response can delay the process. Provide an alternative contact if someone has retired or the employer closed.

Do not send sensitive identity or banking documents to an unverified address. Confirm the recruiting contact and platform. The UN does not charge a verification or processing fee.

A clean background check begins with a restrained application: exact dates, accurate scope, real qualifications and claims that former supervisors can recognize.