Referring a friend to a job is a tricky task if you don't know the person that well. If, in any case, you decide to refer an acquaintance, use the email to explain why the person is suitable for the position. Some companies often use referral systems to facilitate the process, in which the nominee uses a form to recommend a candidate.
Part 1 of 3: Analyzing whether the person fits the job
Step 1. Confirm if there is interest
You don't want to refer someone who doesn't take the job seriously. In addition to wasting time for the company, you could end up getting burned for nothing. For these and others, it is extremely important to analyze if the person really wants the vacancy before nominating it.
Step 2. Analyze the history
If you're thinking about recommending someone, review the person's work history, such as their skills and commitment. Does your friend really have the experience and skills needed for this role? If the answer is no, don't recommend it.
To help with your research, ask your friend for some evidence of his abilities for the job. You can, for example, take a look at his resume to see if he actually has experience
Step 3. Reflect on whether you can really attest to the competence of others
If you don't know him that well (if he's your acquaintance and not a friend), can you really guarantee that he's fit for the job? It is important to have full conviction that the person has the skills needed for the job. You don't want to risk your own reputation for someone you don't know well.
Step 4. Take coexistence as a base
Reflect on the person's attitudes based on their times together. If your friend is always late, for example, it's a bad sign, as he can take the habit into the workplace. If he is always broke, this could be an indication that he doesn't know how to manage his finances very well, which can interfere with other aspects of life, including work.
Step 5. Reflect on whether you would be able to work with the person
Being friends with someone is one thing, working with them is quite another. A little annoying habit in a friend can turn into a big problem in the co-worker position. Before recommending him for the job, consider whether you would be able to get along with him in a professional environment.
Step 6. If you don't think it's the right thing to do, back off
If you can't decide whether or not the person is suitable for the job, don't nominate them. Say that you don't have the autonomy to make the recommendation or that you simply don't think it is the right choice for the position.
Part 2 of 3: Sending Email
Step 1. Find out if the company accepts recommendations
Some companies don't, because they prefer an impartial selection process. Check with your boss or the HR department about the company's system. There may be a vacancy open, and if so, you can try to get more information to see if you can refer your friend.
- Ask colleagues in other departments if there are any open positions. Think about the jobs that best match your friend's skills.
- If you are free to do so, ask your boss if he has information about future hires. Make it clear that the question is just to refer a friend to a possible vacancy.
Step 2. Find out who is responsible for the process
If the position is in your department, you need to send the recommendation email to your boss. If it is in another department, it is necessary to find the person responsible for the selection or send it directly to HR.
Sending an email is better than referring someone in casual conversation. Through the message, you can highlight the person's qualities and the person responsible for the selection will have a record of the reference
Step 3. Address the subject of the email right away
While it's polite to start a message with greetings, get to the point right at the beginning of the email. Talk about the vacancy to get the conversation going.
You can say something like “I heard there is a vacancy open, and I know you are part of the team that is organizing the selection process”
Step 4. Nominate the friend
Next, you need to make it clear why you are talking about this subject. The person may think they want to apply for the position, so it's important to make it clear that they are a friend they want to recommend.
You can write: “If you are accepting recommendations, I would like to nominate my friend Raquel Alves. She will send the resume next week.”
Step 5. Give information about the person
It's important to mention why you think your friend is suitable for the job, not just say he wants a job badly. Providing details is one way to help the person responsible for selection.
Example: “Raquel is very hardworking. I know this because I worked with her at a previous job for five years. She's the type who always arrives early and manages to fulfill her responsibilities before the deadline, as well as being highly proactive.”
Step 6. Finalize the email message
One of the most important things to do when concluding a message of this type is to be available to answer possible questions about the indicated person.
Say, for example, "If you think Raquel is a good choice for the position and you have questions about her, I'm available to answer them."
Part 3 of 3: Using the Company's Reference System
Step 1. Find out if the company has a referral system
Large companies often have a system to facilitate the candidate selection process, and allow employees to nominate people themselves. Some go even further and offer bonuses if the person you recommend is hired.
Step 2. Choose the position
Generally, a friend's referral is for a specific job opening, so it's important to know what position your friend wants to apply for. Sometimes the referral system is linked to the list of vacancies available, facilitating the process of linking the vacancy to the appropriate curriculum. Other times it is necessary to inform the position on a form.
Step 3. Fill in the form
Once you've chosen the position, it's time to fill in information about the candidate, such as name, address, telephone and email. It is possible that you will have to enter your own data as well.
Step 4. Follow the process
If you don't have any returns in a month, look for information. You can send another email to find out if the position is still open or if someone has been hired.