Offer other resources. If you can't provide a referral, consider putting the person in contact with others who might be able to help, or let your contact know of resources that could be useful in the search for the right position.
Do research when necessary. Because your reputation is on the line, make sure you know enough about the person to confidently recommend him or her. If the individual is a new or distant contact, review the person's résumé and, if possible, conduct an informal interview to learn more about his or her qualifications. Make sure you're familiar with the person's skills, experience, work habits and personality before making a recommendation to a manager within your firm.
As referrals have become a hot commodity in IT, job seekers and recommenders alike are tempted to treat them "in bulk," either sending out mass requests or accepting such requests without carefully considering the qualifications and needs at hand. In contrast, when the process is approached on an individual, one-on-one basis, it's much more likely to benefit the candidate, the contact and the employer in the long run.
Dave Willmer is executive director of Robert Half Technology, a leading provider of IT professionals on a project and full-time basis. Robert Half Technology has more than 100 locations worldwide and offers online job search services atwww.rht.com.
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