Help a candidate responsibly by checking role fit, getting consent, sharing accurate evidence, and following your employer’s referral policy.
Referring someone for a job connects your professional credibility with a candidate’s application. A responsible referral is accurate, consent-based, and aligned with your employer’s process. You do not need to exaggerate a candidate’s skills or promise an outcome to be helpful.
Check the role and your company’s policy
Read the current job description and confirm the opening is active. Review internal guidance on eligibility, referral bonuses, conflicts of interest, and who can submit. Rules vary by employer and may differ between teams or locations.
If you are unsure whether the candidate qualifies, ask the appropriate recruiting contact for process guidance. Do not promise a bonus, interview, or timeline unless your company explicitly confirms it.
Get the candidate’s consent and materials
Ask the candidate whether they want to be referred and confirm which resume and contact details they want you to use. Do not forward a resume, phone number, or private conversation without permission.
Request the exact role link or requisition and a short explanation of the candidate’s relevant work. This reduces the chance that you refer them to the wrong vacancy or share outdated information.
Describe only what you can support
Separate what you observed directly from what the candidate told you. If you worked with them, name the project or skill you saw and avoid claims outside your experience. If you do not know their work, be clear about the basis of the introduction.
Do not copy confidential performance records, client information, or internal documents into a referral. Use the company’s approved system and share only information required for review.
Set expectations and close the loop
Tell the candidate what you submitted and what they still need to complete. Explain that the recruiting team manages review and updates. A referral supports a process; it does not decide the outcome.
If the candidate is not selected, respect the employer’s decision and protect any feedback that is confidential. A clear, honest referral is better for the candidate and the hiring team than an inflated endorsement.
Quick checklist
- Verify the live role and internal policy.
- Get consent before sharing personal information.
- Use the candidate’s approved resume and job details.
- Make accurate claims based on what you know.
- Set clear expectations without promising a result.
Keep your applications grounded in the employer’s current instructions and your own verifiable experience. Explore current job listings, continue learning in the career guide library, or review your resume with AI resume review. Referral support is never a guarantee of an interview or job offer.