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Build an Employee Referral Program

A well-designed program will become one of your top sources of quality hires while also driving engagement, culture, and brand.

  • Organizations often underestimate what it takes to build a successful employee referral program, suffering unintended consequences such as lack of qualified candidates.
  • Many employees find current employee referral programs to be cumbersome and unclear, leading to a poor employee experience and lack of participation.

Executive Summary

Critical Insight

Employee referral programs don't need to be complicated, but they do need to be planful. Design the program to align to your culture and brand; and provide a great employee and candidate experience.

Impact & Result

  • Set program goals aligned to talent acquisition (TA) pain points and strategic talent goals to ensure you achieve the desired impact.
  • Align program design to your culture, employer brand, and employee and candidate experience efforts.
  • Market, collect feedback, and iterate your program like a product.

Research & Tools

1. Set program goals

Identify talent acquisition pain points and strategic goals the program will address in order to set program goals, design criteria, and gain approvals.

2. Design the program

Align the program to culture and employer brand efforts, then set program eligibility and parameters and integrate into the talent acquisition process.

3. Market and iterate the program

Create a policy or guidelines for the program and develop a marketing and communications plan.

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