You probably know someone who's graduating from college this year. And whatwould Amazon or Pinterest suggest you give this brave soul who's walking overcoals to the hellish world of job searching? A pen. (A nice pen, but a pen.) Ora mug with an inspirational quote printed on it. Or a business card holder.

You know what would be more helpful than those gifts? A job. Preferably ajob with a desk, where this graduate can use her pen, drink from her mug andstore her business cards.

Luckily, you – yes, you – can help give that greatest gift of all. Here'show to help a newbie job seeker land a job:

1. Start by looking within your company. Don't see any entry-level jobslisted for your company? That may be because those positions often go unlistedand are filled by internal referrals, says Brian Krueger, founder and CEO ofCollegeGrad.com, an entry-level job search site, and author of "The College GradJob Hunter." That's where you come in, passing the job seeker's résumé to yourhuman resources department. "If they're a good person for your company, go aheadand refer them internally," he says. "And you may make a nice little employeereferral bonus for making that connection."

Even if there isn't an open and relevant position available for yourcontact right now, this referral may help both the recent grad and HR departmentin the future. Keep in mind that entry-level positions often have high turnover,Krueger says. And consider how larger companies sometimes hire numerousentry-level employees at once, and how usually a few of them will back out ofthe program just before it begins, he adds. Where do you think the HR team willturn in those situations, when they've got to do some speedy hiring? "If you'vegot an employee referral sitting there, waiting, that person may be given firstconsideration and very little competition for that entry-level position if andwhen it comes up," Krueger says.

2. Reach out to your network. Share the job seeker's résumé with folksoutside your company, too. If there's not much crossover between what you do andwhat the new grad wants to do, remember: "You may have other connections outsideof your job type and industry," Krueger says. Is there anyone in your book clubor yoga class who could help? What about neighbors or family members? Shoot themthe résumé, and encourage them to pass it along to whomever may beinterested.

In fact, that's where things get interesting. "It's not necessarily who youknow, it's who they know," Krueger says. Maybe there's not much cooking amongyour connections or even your connections' connections. But the more folksforward the referral, the more eyes (and potential employers) will see it."Networking is a numbers game," Krueger says, and it's in those third-levelcontacts and beyond "where the numbers explode."

Even as the number of professionals who see the résumé grows exponentially,the fact that the process began as a firsthand referral keeps it personal –unlike if the new grad blindly applied to a job online. Krueger says this methodis particularly helpful for finding roles in small companies that have few,unadvertised openings. When companies want to fill those positions, "they'relooking at that internal pipeline of people they already know," he says.

3. Invite the grad to shadow you. "Shadowing is a very classic way ofmentoring and helping people," says Dan Schawbel, career and millennial expertand author of "Promote Yourself: The New Rules for Career Success." Aftergetting permission from your company, "get this student or recent graduate tocome in, and show them firsthand what it’s like to work in an office environmentin your profession or industry."

Schawbel points out that shadowing may help the grad determine what he orshe wants – or doesn't want – to do. (Those 9 a.m. conference calls aren't veryfun, are they?)

To assure the day goes smoothly for both the shadower and the shadowee,check out these four tipsoutlined by Monster.

4. Help with mock interviews. "We train [students] to read things, knowthings and take the test," Krueger says. "You can't read interview questions,know the answer and go to the interview. You actually have to practice." Here'swhere you, a list of common interview questions and your phone's video featurecome in. And you don't have to be a career expert to be helpful.

"All you're doing is asking them the questions and giving them theopportunity to respond," he says. "The best part of the mock interview is notnecessarily your feedback, but the opportunity to see themselves answeringinterview questions [and] getting that practice to actually do it."托福

5. Be a coach. Again, no expertise necessary. "Sometimes the hardest partof job searching is getting started and making that your full-time job until youget a full-time job," he says. And you can help keep the grad motivated.

Krueger suggests simply listening to the job seeker's plans and goals forthe week – say, reaching out to 30 companies and securing three interviews –andthen checking in on how they played out. If applicable, talk about how you canhelp tweak the strategy. For example, if the job seeker contacted those 30companies and got no bites, brainstorm more effective ways to communicate withpotential employers.

"That's different than Mom and Dad saying, 'Do you have a job yet?,'"Krueger says, because you're holding the grad accountable for her own goals.You're just giving a nudge – which is more useful than a pen.