How to Get More Referrals

Employee referrals are a highly effective recruitment method, leveraging your internal employees' networks to bring in qualified candidates. When employees refer people they know, you're more likely to find strong cultural fits who already understand the expectations of your company. 

1. Implement a Strong Referral Program

One of the most effective ways to increase employee referrals is by offering an incentive program. Reward employees for successful hires with bonuses, gift cards, or perks like extra vacation days. For example, you could offer $500 for a referred candidate who stays past 90 days. By making the rewards appealing, employees will be more motivated to reach into their networks.

2. Keep It Simple and Accessible

The easier it is for employees to refer to someone, the more likely they are to do it. Ensure your referral process is straightforward—whether through an online portal or a quick email submission. Avoid over-complicated forms or too many steps. The goal is to make it easy for employees to act on a potential referral when they think of someone.

3. Communicate Open Positions Clearly

Make sure your employees are regularly informed about open positions within the company. Use emails, internal newsletters, or even posters in common areas to keep everyone updated. When employees are well-informed about job openings, they are more likely to think of someone in their network who could be a great fit.

4. Recognize and Celebrate Referrals

Recognition goes a long way in boosting referral numbers. Publicly thank employees who submit referrals, whether or not the candidate is hired. You can give a shout-out in team meetings, post on the company’s internal platform, or celebrate with small events. This appreciation not only encourages the referrer but also inspires others to participate. 

5. Emphasize Quality Over Quantity

It’s important to remind employees that quality is more valuable than quantity when it comes to referrals. Encourage them to refer people who have the right skills, experience, and fit with your company’s culture. A well-considered referral is more likely to lead to a successful hire, saving time and effort in the long run.

6. Encourage Continuous Engagement

Beyond one-off referrals, build a culture of ongoing engagement with the referral process. Keep employees updated on the status of their referrals and provide feedback, whether the candidate is hired or not. This transparency creates trust in the system and motivates employees to keep referring.

You can also periodically remind employees of the benefits of referring candidates. Host quarterly “referral drives” or provide refresher training on how to use the referral system. The key is to ensure that the referral process feels integrated into the company culture, not just a one-time effort during hiring spikes.

By focusing on these strategies, you can build a culture of referrals where employees actively recommend strong candidates from their networks to join your talent community. This method helps you fill roles faster with candidates who are already trusted and recommended by your team.