The business case for Employee Referral Programmes is clear. Lower cost per hire, enhanced retention and higher productivity are just some of the benefits. But do you have a high profile programme that continues to deliver results?

Here is some inspiration courtesy of LinkedIn:

  • Ask for referrals during the interview. Why wait for the first day? If someone looks like a strong candidate in the interview, the recruiter will ask them if they have a friend to recommend. If they do, the recruiter will interview that person as well.
  • Google: Ask specific questions. Rather than simply asking employees if they knew someone good for a role, Google recruiters asked specific questions such as, “Who’s the best finance person you’ve ever worked for?” or “Do you know a great salesperson in New York?” The forced recall led to many more referrals.
  • Google: Sourcing jams. Google’s recruiters host “sourcing jams” where they’d meet with roughly 30 Googlers and go through their LinkedIn connections one by one, asking which connection make a good hire.
  • GoDaddy: Winners got a T-shirt. When employees frequently shared company content and jobs, GoDaddy rewarded their pride more than their wallets. Power referrers won “#socialrecruiter” t-shirts.
  • InMobi: Experiences, not cash. The biggest change InMobi made to their referral program. In April 2015, InMobi stopped giving cash for referral bonuses and started awarding prizes like iPhones and all-expense-paid vacations. 50% of tech employees sourced via referral after the new launch. 90% of referred hired stayed longer, and 80% outperformed non-referred
  • PURE: Strike while the iron’s hot. During the new hire “honeymoon period” (roughly the first 30 days), the recruiting team asks each new hire about their experience so far, and if they knew anyone who might also be a good fit at PURE. 
  • Enterprise: Recognition. To keep employees engaged, Enterprise recognizes them for their referrals and resulting successful hires. When a referred candidate enters the interview stages, the employee gets recognized via emails from their general manager. When the referral gets hired, the company congratulates them on Twitter. Employees also get prizes and financial rewards.
  • Enterprise:  Story telling. Enterprise employees all have an interesting story. From the intern turned branch manager at Heathrow, to the trainee turned sales director, employee stories paint a picture of what success looks like at the company, one employee at a time and form the basis of their ERP comms.

Join us on Tuesday 30th October at 2pm when we'll be looking at how to build a winning employee referral programme: