Apart from the external job board postings and LinkedIn recruiter search, building out an internal referral program is strategy for finding and hiring some of the best talent. If your hiring bar is high, and you’re working with a group of talented people, it creates a network effect that gives you access to strong talent pools. Implement a referral program and incentivize referrals for your open roles.
This is your one stop shop for all things referral related.
Here you’ll find all the info you could possibly want on what referrals are, how to submit them, and tips for crushing the ref game - Woo! Use this doc well and you could be making new friends and earning up to $5000 per referred hire.
Before you go too deep, we’ll start with the basics.
What is a Referral?
Referrals are candidates who are ready to go through the interview process or at least engage in an informational chat! They’re someone that you’ve already got interested in the company - and have either submitted an application for us to start the process, or who are expecting us to be in touch.
Referrals are different from Leads:
Leads are candidates you recommend to us, but who you haven’t contacted yet, and aren’t necessarily expecting us to get in touch.
We offer an incentive program for referrals hires, but not for leads.
Alright - so why should I care?
At any growing company, when hiring is critical, you’re more likely to succeed when recruiting is a team sport - and referrals are one of the best ways to help!
Referrals feel invested in the company from the beginning of the interview process, and tend to do really well as they go through it.
Diversify our pool of talent. Referring folks in your network from underrepresented groups will help us achieve that goal!
While leads aren’t as warm as referrals they are pre-qualified candidates, who most likely have heard of the company. This massively increases their chance of doing well in our interview process, as well as responding to us in the first place.