Manage Operational Plan –BSBMGT517Innovation and Business Industry Skills Council Ltd, 1stEdition Version 2, 2015 Page 40of 42adaptations cannot be made. Reasons for not making adjustments to the working environment must be both material and substantial, and must be documented. 11. Making a decision after interview The information obtained in the application, the interview, and in any selection tests will allow candidates to be assessed against the person specification and a selection decision to be made. The manager or panel chair must ensure that a written note of the reasons for selecting the successful candidate and rejecting others is made and placed on the recruitment file, together with the original applications and notes of all panel members, for a minimum of six months after the appointment decision has been notified to the candidates. Interview proceedings are confidential and interviewers are free to divulge to others the decision reached only once the appointee has accepted the post. The manager will make a provisional offer to the preferred candidate subject to satisfactory references and disclosures (if appropriate) being received. 12. Feedback It is good practice to offer applicants feedback after interviews and it is our policy to respond if requested. Feedback should be specific and honest. Panel members giving feedback must ensure that any feedback they give relates to the selection criteria for the post and that the words that they use could not be taken to infer unlawful discrimination. 13. Pre-employment checks A number of employment checks are required to be undertaken before a formal offer of employment can be made. It must be ensured that any offer of employment given, is a ‘provisional’ one, subject to receipt of documentation as shown below. References References should only be used after interview to confirm, but not influence, a decision. Candidates’ permission must be sought prior to seeking references. Appropriate referees are those who have direct experience of a candidate’s work, education or training, preferably in a supervisory capacity and a reference must be obtained from the current or previous employer. References are confidential and must be sought ‘in confidence’. Panel members must return all copies of any references with the application forms and their interview notes to the manager on completion of the recruitment process. References must only be kept in the personal file. Asylum and immigration It is a criminal offence to employ someone who does not have the permission to work in Australia. All external candidates at interview must therefore be asked to provide proof of citizenship, e.g. a passport or birth certificate. Note that it will be unlawful racial discrimination to carry out checks only on potential employees who, by their appearance or accent, seem to be other than Australian. Checks must be carried out on all external applicants.