4 Tech-savvy Solutions to Boost All Your Employee Referrals


4 Tech-savvy Solutions to Boost All Your Employee Referrals

The majority of employee referral programs either don’t exist or are vastly underused. Which category does yours fall into? If you implement the right technology, your answer can be “neither,” because you will be able to boost the quantity and quality of employee referrals. Here are some tips and tricks that are supplemented by technology to ensure great quality hires and enthusiastic referrals!

1—Prioritise job openings.

Spend more effort on high-impact positions. These are revenue-generating, and the longer you take to fill them, the more time and resources will be wasted. Referred employees are much easier and quicker to hire and onboard, because, in a sense, they are already a bit assimilated into the company through the employee who referred them.

Corresponding tech: Data and analytics tools (often come with a quality ATS – see next technology suggestion!)

2—Provide incentives.

Humans normally need some sort of motivation to do something impactful. Ideally, that drive will come from an inherent want to better the company for the good of the company. However, for that to be instilled in employees, there must be some sort of reward system. There’s nothing wrong with a little friendly competition! Record which team members contribute the most, and reward them or their department with something you would want, like bonuses or pizza. Pizza is always a good motivator.

Corresponding tech: ATS (Applicant Tracking Systems) that allow unlimited seats and track performance.

3—Utilise your company culture.

You’ve worked hard to foster an awesome work environment. Show it off! Make it easy for potential referrals to find positive information about the company online. Allow them to envision themselves working alongside your employees and adding to their professional career at the same time.

Corresponding tech: Careers site editors to build employer branded careers sites (sometimes packaged with a good ATS, as well!).

4—Gather employee testimonials.

Along the same lines, be transparent with potential referrals. Who are they more likely to trust – management that is desperate for them to apply or employees with actual experience within the organisation? The latter is more convincing. Go around the office and ask for testimonials. Take team photos at events. Showcase the honest truth about what it would be like to work at your company. If the potential referral doesn’t like that, they aren’t the quality referral you are looking for in the first place.

These testimonials are great to put on your careers site. In addition, they make for unique, shareable content perfect for outlets such as social media. Post everywhere you can! An employee referral can be initiated as easily as the click of a retweet button by one of your team members. Make it easy for them to get the word out!

Corresponding tech: Social media scheduling programs, such as Buffer.


The overarching theme here is to be honest with your employees about the company’s goals and values. Give them incentives and easy ways to participate. If it seems like you are piling on extra work to their already busy schedules, they may not react positively (I mean, would you?). Make it so that the employees want to help out when they can and are not being forced to refer as many people as possible. After all, they didn’t apply for an HR position for a reason!

A team effort, without placing the pressure on one or two ‘superstar’ referrers in the office, is crucial. Use affordable, easy-to-use technology to supplement the referral program. If it’s as easy as using Twitter or Facebook, employees are more likely to take the time out to do it. Create the content for them, but use their words. A quality referral program will bring in more quality hires. Constantly tweak your strategy, looking for areas where it could be improved. Bookmark this article for a quick refresher later!

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