Do's and Don'ts for Employee Referrals

Do’s and Don’ts for Employee Referrals

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Employers are always on the lookout for hiring the right talents to work with them. One of the many ways employers use to attract new hirings is to turn to their employees for support. In return for a successful referral, employees are rewarded accordingly. While recommending someone you know to your company can benefit everyone, it’s also important to ensure that the candidate does not affect your professional reputation. When it comes to making referrals, here a few do’s and don’ts that you should consider.



1. Search outside of your inner circle of family and friends

Most people only look after their family and friends when it comes to making a referral. Instead of limiting yourself to people you are close with, why not reach out to your professional network? Your former colleagues and even business acquaintances that you met during past events or work matters can be a referral too.


2. Provide information to your referral

Provide as much detail as possible to your referral, as this will help them determine if the position is a right fit or not. Essential information includes job description, company background and culture. Furthermore, it will help them create a positive first impression if they opted to take the job interview.


3. Consider your situation within the company and how committed the person is

Do you trust the person as a referral would be dependable if accepted into the company? How would it reflect on your if the person work together with your boss and colleagues?  It is important to ensure that your effort won’t go to waste by referring to the right person for the job. Take your time to gauge the potential referral’s interest. Initiate with a few simple questions such as what get their interest into the role and the company. 


4. Ensure they are aligned with your perspective and understanding of the job

Sit down and discuss about their career goals instead of jumping straight with sending in their resume. A meaningful conversation can help highlight the key aspects that are relevant for the position as well as ensuring their interests are aligned. This would help ensure the referral are truly interested in the responsibilities involved with the position.



1. Not conducting your own research

Gather information about your referral’s skills and expertise to determine if they are suited for the position. This would help save time for the recruiting process and you want your referral to be in the best chance in gaining the offer.


2. Overstepping your boundaries in the hiring process

Once the hiring process has been set in motion, just take a step back let things run. Trying to get yourself involved throughout the process may not be good if the interview did not have a positive outcome. Most of all, try to avoid disrupting the HR to get updates on the hiring process as this would affect your reputation in the company.


3. Exaggerating referral’s work experience and credentials

If you are trying to hard-sell your referral and just for the sake of earning the referral bonus, this would not go well for everyone, especially for the candidate. Any form of white lies or attempts to exaggerate will not reflect well when the interview commences.


Looking into taking part of employee referral program within your company? Leave us your thoughts on the comment sections below. Head over to and unveil your next job opportunity.

You Jing is a content writer who writes career and lifestyle contents to inspire job seekers and employers alike on their journey to work-life balance, empowerment and transformation in their career path.

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