Somebody you know is going through hurdles at their current workplace? And what luck, an opening in your company perfectly suits their qualifications! Why not arrange a win-win situation for both of you? Refer to your friend for a job opportunity within your organization. According to a LinkedIn Report, employee referrals are highly beneficial. Not only do they contribute to a company’s talent pool, but they also build a more benevolent and trustworthy environment inside teams. A cherry on the cake is a referral bonus to which you can potentially be assigned. However, this story is not about money; it’s more about your professionalism, sensibility, and reputation. Should you send an unsuitable candidate once, your sin will be forgiven. If you do it systematically, questions may arise.
Therefore, we’ve come up with does and don’ts to consider so that you don’t lose face in front of your management when running a referral program. Keep on reading!
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Helping your friends with employment is a rewarding thing, but you should put yourself in the first place. Are you sure your candidate will perform decently in front of your boss, hiring manager, and colleagues? If there is no shadow of doubt in your soul, go ahead with it! If you’re bothered by the possible outcome, think twice before referring.
Ensure your candidate isn’t acting out of curiosity or ambition to amuse their self-esteem. Some people just take interviews as a hobby to confirm their worth and gain recognition, and when accepting the offer, they tend to back off. How can you check it? Ask your candidate questions like “Why exactly are you interested in this job opportunity?” or “Is there anything you don’t like about this company?”. Such questions will help you understand if the candidate has done any research about your company and how deep his interest lies.
If you’ve received surefire signs of your candidate’s interest in the opening, your mission is to help them succeed as much as possible. You must have learned some subtleties about your boss or hiring manager for the time you’ve worked there. We’re not talking about confidential information – just communication style, behavior patterns, company values, etc. Share them with your candidate so they can be more aware of what to expect and how to “accidentally” impress the interviewers.
Since you have shouldered the responsibility to refer your candidate for potential employment in your company, demonstrate your professionalism to the maximum and double-check everything. Especially if they are fully engaged or their interest lies on the surface. Inquire about their career goals. This will show you if they’re ready for commitment or if they just want a job for the sake of a job and are not going to take an active part in the life of their future company.
It’s pretty clear you wholeheartedly want to know the results as soon as possible, but you shouldn’t go overboard. Don’t terrorize HR with your questions or attempts to get their feedback ahead of time. Firstly, you won’t look professional; secondly, you might become their pain in the neck. Do you need it? We’re pretty sure that no. Let them take their time and come up with a well-considered decision in the end.
You want to put your candidate in the best light possible; however, keep yourself clear-headed and evaluate them reasonably. Even if it is a white lie, there is a high chance of it coming out during the interview. It may make both sides feel perplexed, the interviewer and the interviewee. Furthermore, your candidate might feel embarrassed for not meeting expectations. And you’re the only one to blame here, my friend.
At least let them know in advance, and don’t embellish the essential details, like expertise or hard skills.
It’s quality rather than quantity that matters. Don’t try to help every friend or relative who asks you for it. As we’ve already mentioned, it demonstrates your professionalism and reputation. Should you recommend many unsuitable candidates in pursuit of the referral bonus, your management will get the gist very soon and just not take you seriously anymore. And how will you feel knowing that your recommendation has failed and turned into a waste of time? We don’t mean that you can’t make a mistake; of course, there is always room for error if you’re capable of learning from them. If you keep making the same mistakes repeatedly, it doesn’t look like a sincere desire to help find a decent new member of your team.
