6 Cost-Effective Ways to Boost Employee Referrals

Employee referrals aren’t just a “nice to have”. They’re a proven strategy for building a high-quality talent pipeline. In fact, best-in-class talent acquisition (TA) teams often see 30–35% of external hires come through referrals alone. If your organization isn’t hitting those numbers yet, here are six practical, low- or no-cost tactics to get you there.

1. Include a Referral Slide in Onboarding

Why It Works:

New hires are excited about the company and eager to contribute. By introducing your referral program during onboarding, you immediately tap into their fresh enthusiasm and networks.

How to Do It:

• Add a slide in your standard onboarding deck that highlights the referral program’s key points.
• Emphasize incentives, requirements, and the process for submitting referrals.
• Encourage new hires to think about qualified friends, former colleagues, or acquaintances who might be a good fit.

2. Use Email Signatures to Spread the Word

Why It Works:

Everyone sends emails—this is free ad space that goes out multiple times a day.

How to Do It:

• If you’re on the TA or HR team, include a short link or blurb in your email signature.
• Work with IT to explore adding a company-wide signature.
• Keep it clear and straightforward (e.g., “Know someone great? Refer them here: [link]”).

3. Leverage Physical Marketing

Why It Works:

Visual reminders in common areas keep referrals top-of-mind, even when employees aren’t actively thinking about talent acquisition.

How to Do It:

• Collaborate with your marketing team to create eye-catching posters or banners.
• Place them in high-traffic areas like hallways, break rooms, elevators, or bathrooms.
• Include a simple call-to-action, such as “Text REFER to 67000” (a feature platforms like Eqo offer) or a QR code linking directly to a referral submission form.

4. Host a Referral Day

Why It Works:

A “Referral Day” creates buzz and reminds everyone about the program in a concentrated, fun way. When done quarterly or bi-annually, it can give your referral numbers a big boost all at once.

How to Do It:

• Pick a day (or week) to spotlight your referral program.
• Send out company-wide reminders, offer small incentives, or host team lunches to celebrate employees who have contributed referrals.
• Encourage friendly competition between departments or locations to maximize engagement.

5. Involve Managers in the Process

Why It Works:

Managers have direct relationships with their teams. A word from a respected leader can significantly increase participation.

How to Do It:

• Encourage managers to discuss the referral program during team meetings or one-on-ones.
• Provide them with success stories or statistics to share, illustrating the impact of referrals on team quality.
• Recognize and celebrate managers whose teams submit the most successful referrals.

6. Create a Referral Ambassador Program

Why It Works:

Designating “referral ambassadors” inside the company encourages a referral-centric culture. Ambassadors act as internal champions who keep the conversation going and offer quick assistance when colleagues have questions.

How to Do It:

• Identify employees who are already enthusiastic about recruiting and who frequently make referrals.
• Give them the resources and training to promote the program, help colleagues navigate the referral process, and answer basic questions.
• Recognize ambassadors for their extra effort—spotlights in internal newsletters or small perks can go a long way.

Final Thoughts

Boosting employee referrals doesn’t require a massive budget, just a bit of creativity and consistent reinforcement. By integrating a referral mindset into your onboarding, email communications, physical workspace, and team culture, you’ll see engagement rise and your talent pipeline flourish.

Ready to give these tips a try? Start small, track your progress, and let the results speak for themselves. With the right tactics, you’ll be well on your way to building a strong, referral-driven hiring process.