These days, it seems like a job referral is the only way a candidate can land an offer from a dream company. So the number of times a friend, family friend, or former colleague has emailed you to ask for a reference to work at your current company has probably increased over the years. Hope all is well. How do you like it? Can I send over my resume for you to submit me as a referral candidate?
But should you blindly or frequently refer friends to work at your current company, or even your former employer? Jamie Hichens, senior talent acquisition partner at Glassdoor, advises caution. Before recommending your college buddy for a gig, here are 10 things you should ask yourself first.
Trust us, it could save you from a broken friendship or HR whispers down the line. While you may have been approached by your friend via email about the role, take time to hop on a call with him or her to get a sense of their interest and to reconnect. Blindly recommending an old friend who you may not really know could backfire for the company and for the candidate.
When it comes to referrals, remember that HR considers current employees the first line of defense, so to speak, and they value your real opinion—so make sure you actually have one by taking 15 minutes to talk with your friend. Will their personality work with the current colleagues? If your friend ends up being terrible at the job, this reflects negatively on you — after all, you vouched for them so what does this say about your judgement?
In this case, ask questions to get a clearer picture of their professional persona. For example, why are they leaving their current job? Why do they want this role? By asking them questions, you may find a few red flags — or you may see that they are the perfect pick. This is a lot less sensitive than your lifelong friend asking for a referral. If you would like to get information on the job market now, please contact our team today.
Sign up for our monthly newsletter. Get the latest information that will help you advance your career and your business. The question of remuneration is an integral part of your future, including at the start of your career. She always spoke to customers in a respectful manner. Even when dealing with difficult calls, she never once lost her composure.
Her account notes were always free of typos or negative remarks. She always treated everyone with respect and worked hard to meet her daily goals. As a result, she consistently earned the "Top Achiever" award. For these reasons, I believe she would do well in a customer service role and positively represent your company. Please let me know if you have any questions about Morgan's candidacy for the role. Find jobs. Company reviews. Find salaries. Upload your resume.
Sign in. Career Development. What to consider when referring someone for a job. How to refer someone for a job. Ask internally. Write a referral letter. How well you know them Length of time you've known them Key skills and traits they have that align with company values.
Follow up. She's got just the right mix of experience and skills. And she's asked you to keep an eye out if something good comes up. Now's the moment of truth. And you might save them thousands more in recruiting fees.
It's tempting to put your friend's name forward as a candidate. But before you do, pause a moment. How well do you really know her?
Sure she could be a great asset. But there are also those bad habits of hers. When companies are hiring, naturally they try to reduce their costs and risks. These costs can add up. There may be direct fees, such as those paid to a third-party recruiter, or to job boards for posting ads.
Indirect costs mount too. As for risk, there's uncertainty about the new hire. Will they live up to expectations?
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