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“In a candidate-driven market, your top
employees are the most effective
finding, relationship-building, and selling
tool that you have” Dr John Sullivan
The Case For Referrals.
1. More Efficient
2. More Effective
3. Cheaper
4. Targets Passive
Candidates
5. Reduces Turnover
What’s the difference?
Traditional
Recruiting
Employee
Referrals
Recruiting cost $4285-18000 $1000 or less
Hire Rate 1 in 10 1 in 3
Time to Placement 39-45 days 29 days
Retention after 2
years
20% 45%
How can we increase
referrals?
Step 1
Audit
❑ Referrals vs Other
❑ Applicant to hire/interview ratio
❑ % of employees actively engaged
❑ Team or department specific?
❑ Open rate on company comms
❑ Spend
Net Promoter Score
Step 2
Target
❑ Volume >50% of all hires
❑ 30% of top performers
participate
❑ <10% are low quality referrals
Step 3
Design
Referrals were drying up.
Referrals were
drying up
Offer More CASH!Offer MORE Cash
Oh…
Oh…
Referential
Treatment
❑ 48 hour follow up
❑ DON’T make the referrer jump
through hoops
❑ Lead with a conversation
❑ Regular feedback
Oh…
Hmm…
AIDED RECALL
Proactively target your top performers and
ask them to identify the top 5 people that
they know in their field.
• Highest biller
• Team player
• Problem solver
• Creative
• Manager
Ask
Stop SPAM
Do target top
performers
• References
Recognition
Step 4
Relaunch
❑ Prioritise jobs
❑ Involve hiring managers
❑ Input from new hires
❑ Extend to ‘friends and family
of the firm’
❑ GO BIG
“Hire-a-thon”
Successful case studies:
❑ Mulesoft
800 referrals, 135 interviewed, 12
hires and counting.
❑ Sky betting + gaming
600 employees took part
90 hires
10 CVs within first 8 minutes
90 by the end of the day
Final thoughts…
1. Create an exceptional experience,
particularly for the employee/referrer.
2. Promote the program consistently and
extensively across the organisation.
3. Regularly analyse results to make
improvements.
Thank you!
nudj.co
Contact:
Robyn@nudj.co

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