How to refer a friend for an internal job opportunity in New Zealand
Do you know someone who is a fantastic worker and would perfectly suit an open position at the company you work for?
It's awesome that you're thinking of helping a friend land their dream job! We know how much you care about them, and it's natural to want to share opportunities at your company. Helping a friend secure a fulfilling role within your company can be immensely rewarding. However, the process of internal referrals can often be fraught with uncertainty. You want the best for your friend, but you also want to make sure you're doing things the right way at work.
That's where we come in. Whether this is the first time you are referring a friend or if you are unsure of the process in the company you work for, let us provide you with actionable strategies to ensure a positive experience for both you and your friend.
Let's take the uncertainty out of referrals and make this a win-win for everyone!
A hesitation employees can have when referring a friend for an internal job opportunity is their own personal and professional reputation. What if the friend doesn’t perform well in the interview and it reflects badly on the referrer? What if the friend misses out on the role and resents the referrer? What if they get the role and don’t like it or don’t perform well?
Ronil Singh, director at Robert Half New Zealand says "While these concerns can be cause for caution, they are easily addressed and should not be a deterrent to putting a capable friend forward for a role. Remember, your role is to facilitate the connection, not guarantee employment.
It's natural to want to advocate for someone you know, but this shouldn’t come at the expense of professional boundaries. Don’t let the incentive of a referral fee distract you from doing what is in the best interest of your friend's career by pushing an opportunity that may not suit them in the long run. Likewise, avoid overselling a candidate's qualifications and instead focus on transparently communicating their strengths and potential fit for the role."
Before enthusiastically championing a friend for a position, have a candid conversation about their career goals. After all, a candidate's genuine interest and enthusiasm are paramount for a successful interview process so the more you understand about their career goals, the better you can support their candidacy.
A candid conversation will help determine if the role is a suitable fit for your friend's career path. Converse about their long-term career goals, specific aspirations, and skill development desires. At the same time as assessing their enthusiasm for the role, give them a thorough understanding of the company culture - including the challenges - to allow your friend to make an informed decision about how to proceed and ensure the role aligns with their aspirations rather than simply fulfilling a referral program.
Understanding your friends' interests can also support you to determine if you are comfortable referring them. Take the time to understand if they're actively seeking a new opportunity and committed to starting if offered the position - referring a friend who is only looking to negotiate a counteroffer can be cause for embarrassment.
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Open and honest communication is essential for maintaining a fair and ethical referral process that allows the interests of the referrer, the hiring manager and the candidate to coexist. When everyone involved knows the expectations and the process, the risk of misunderstandings and resentment is reduced.
As the referrer, it is important to be transparent about your relationship with the candidate and disclose any potential conflicts of interest upfront. Don’t vouch for or exaggerate their expertise in a particular area if you have not had first hand exposure to their work in that area. Remember, your role as referrer is simply to make the connection so being objective and transparent in the referral process builds trust and ensures the hiring process remains impartial.
Being referred into a role has two benefits for the candidate. Firstly, a referral often fast tracks an application into the consideration pile for a role. Secondly, the friend referring them can equip them with invaluable insights into the role and hiring process.
Take the time to share any insights you can on the job expectations, company culture, team dynamics, corporate priorities, organisational values and the nuances of the internal hiring process. This knowledge will not only help your friend to make an informed decision on whether the role is right for them to pursue in the first instance, but also empowers them to confidently showcase their qualifications and navigate the application process effectively.
However, be sure to respect professional boundaries by not sharing any information that falls under corporate confidentiality, or gossiping about your colleagues or the company - you don’t want your opinions catching back up with you.
Related: Help your friend nail their job interview with our selection of top tips here
Referring a friend gives you the opportunity to be the consistent and reliable support system that we all wish we had when job searching - let’s face it, interviews can be a high-pressure journey.
Consider what insights you can provide to assist them in interview preparation, provide any answers to questions about the company and role that you can, and leverage your network to connect them with relevant individuals.
If you have received any feedback about their candidacy, or you are made aware of next steps, these are useful insider tips that can be helpful to share - provided you have firstly checked with your employer that it is information they are comfortable having passed on.
Regardless of the outcome, acknowledge your friend's efforts and express your support for their career growth. While a successful outcome is easy to celebrate, there is always a silver lining to be found in missing out on a role. Perhaps it is helping your friend to find a course to bridge a skill gap that emerged during the hiring process, or helping them to see aspects of the role that didn’t initially align with their own goals and seek out other opportunities that may be a better fit. As always, be wary of insulting your current employer in the process - you never know when your friend may encounter them again.
Ultimately, referring a friend can be a win-win situation for both the referred candidate and the company. By carefully considering your friend's career goals, providing comprehensive support, and maintaining open communication, you can significantly increase their chances of success while also contributing to the organisation's talent acquisition efforts.
To ensure that the referrer’s own interests and reputation are looked after, any referral should be framed by professional boundaries, transparency, and mutual respect as well. By embodying these principles, you contribute to a positive and rewarding experience for both you and your friend.
How does a ‘refer a friend’ program work?
A 'refer a friend' program typically rewards you for introducing new candidates to a company, whether to fill a specific role or simply into the corporate talent pool. When your referred friend is hired, you receive a benefit, often a monetary bonus.
What are the benefits of referring a friend?
Referring a friend can be mutually beneficial. You get rewarded for your recommendation, and your friend receives an introduction to the hiring manager or a fast-track consideration for the role.
How do I refer a friend?
Every company will offer a different referral process. This can include simply providing their contact information and a brief recommendation in relation to a vacant job opening. Some companies may have an online referral form for general candidate interest, while others put the onus on the applicant to list you as their referrer during the application process.
Can I refer multiple friends?
Yes, you can typically refer multiple friends for different positions or even the same position. Be sure to only vouch for candidates you think will excel in the role or company - quantity doesn’t always mean quality.
