Content

• To step
• Method 1 of 3: Make sure the person is suitable for the job
• Method 3 of 3: Nominate someone within your company

If an employee, colleague or friend is looking for a job, he or she may need your help to prove why he or she is such a good choice for a potential employer. Before recommending someone, learn as much as possible about the person's career and work habits. This will help you write a faithful letter of recommendation or contact a recruiter in your own company. Make sure to give proper praise to the person when describing why they are a perfect fit for the job.

To step

Method 1 of 3: Make sure the person is suitable for the job

1. Read the job description to find out what the job entails. The job description tells you exactly which skills and character traits the company requires of a new employee. By reading the job description, you can adapt the recommendation to these specific characteristics.
2. Ask for the person's resume. In the recommendation you should discuss the candidate's employment history. Ask the person for an updated resume. Go through it and use some of its details in your recommendation.
3. Do a trial interview. The recruiter may contact you with questions about the candidate. To make sure you give the correct answers, you can question the applicant with possible interview questions. This will also help the person prepare for an eventual interview. Some questions you could ask are:
   • What are your strong points? What are your weaknesses?
   • Why do you think you are qualified for this job?
   • Can you tell me an incident where you had to solve a problem?
   • What skills would you like me to highlight in your recommendation?
4. Describe some anecdotes. If you've never worked with the person, it can be difficult to confirm their skills or work habits. Come up with at least one story or description that highlights any strengths that could be relevant to the job.
   • You can always ask the applicant which stories or skills they would like to mention in the letter.
   • For example, you could say: "Kim and I once spent a summer vacation together through the country with our backpack. This experience has shown her to be resourceful, optimistic and cheerful, even when things went wrong. "
   EXPERT TIP

   Introduce your friend at the beginning of the letter. The recruiter must know exactly who the applicant is and which position he / she is applying for. State these facts at the beginning of your letter.

   • For example, you could write, "Dear […], I am writing on behalf of Melanie Willemsen, who is applying for a position as a lawyer within your company."
5. Describe your relationship with the applicant. The recruiter may be interested in why you are recommending the person for this position. Let him or her know how long you've known the person, how you met, and why you trust the person.
   • Keep it short. You could say, "I worked with Jan for four years and in that time he has proven to be a capable and hardworking analyst."
6. Provide a strong character description. A character description will indicate why the candidate will be such a good employee. You have to describe the personality, communication skills and reliability. This shows that the person can be a good employee and an effective member of a team.
   • A character reference could be something like, "Tim has an energetic and optimistic personality. In times of need, he is able to go for it and get the job done. "
7. Describe how the person's skills are relevant to the job. Provide specific examples of how the person meets the requirements outlined in the job description. You can share a story or anecdote about a project that the other led or a problem that has been successfully solved.
   • You could say, "Tim excels at coding. He has produced flawless work in CSS, HTML and Javascript. "
8. End with a final recommendation. Be enthusiastic about why you are recommending the other person. You may want to re-emphasize the person's skills to re-emphasize what a good employee that person could be.
   • You can say something like, "In short, I highly recommend Mina for this job."
   • You could also say something like, "If you want a good worker with excellent communication skills and a strong work ethic, you can't find better than Berend."
9. Follow up on your letter if desired. In some cases, a recruiter may contact you to ask specific questions about the candidate. This can be done by telephone or e-mail. Some questions they can ask are:
   • How do you know this person?
   • How long have you worked with him?
   • If you've never worked with the person, how do you know they're going to be a good employee?
   • What are the weaknesses of this candidate?
   • Why do you think this person is a good fit for this job?

Method 3 of 3: Nominate someone within your company

1. Find out who is in charge of hiring staff. It could be an outside recruiter, human resources, the head of a department, or your own boss. Knowing the person makes it easier to recommend the candidate than if the recruiter is a stranger.
   • If you don't yet know the person hiring, introduce yourself as a colleague. Tell the person what your position is within the company. For example, you can say, "I work as a manager in the sales department."
2. Write a short letter of recommendation. Attach your friend's resume as an attachment to the email or letter. If you wish, you can provide the recruiter with the applicant's contact information so that the recruiter can reach him or her if interested.
   • A letter might state, "Dear Cindy, I see we are hiring a new salesperson. I believe my friend Laura is perfect for this position. She has five years of sales experience with great results. I've attached her resume. Let me know what you think. Sincerely, Janet. "
3. Visit the hiring manager. You can also speak with the hiring manager in person. Drop by with a copy of the applicant's resume. Talk about the matter for a few minutes to share why the friend might be such a good candidate.
   • You can say something like, "I've known Janet for years. We worked together in our old job, and she has been an invaluable resource ever since. "
4. Decline to make a recommendation if the person is not eligible for the job. Don't feel pressured to recommend a friend if you have any reservations about his or her qualifications. If it turns out to be a bad employee in the end, it could affect your own reputation at work.
   • You can cautiously decline the request by saying something like, "I'm sorry, but HR is very busy right now." I'm not sure I can find time to have a meeting with them. "
   • You can also say, "This could be a conflict of interest for me, so I don't think I can take a chance."
5. Don't bother a hiring manager or recruiter. Once you've recommended the candidate, your job is done. The recruiter can let you or the candidate know whether or not he is interested. While you can send a follow-up email, don't keep bothering the recruiter with it. This can put your professional reputation on the line.