Employee referral programs: 3 X 3 success factors

Work better, information as desired! We give you the information you really need and are committed to a better and more ecological working environment. When Book Publisher Best of HR – Berufebilder.de® with Unique Book Concept and eCourses we offer over 20 years of experience in Corporate Publishing - with Clients like Samsung, Otto, Governmental Institutions. Publisher Simone Janson also heads the Institute Berufebilder Yourweb, which awards scholarships, for example, and belongs one of the top 10 female German bloggers, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia .
Copyright:  Artwork created as part of a free collaboration with Shutterstock.

More and more companies are using recommendation programs in order to be able to fill positions optimally without low costs. Employee referral programs have numerous advantages, but also some important ones Success Factorsthat should be considered. Best of HR – Berufebilder.de®

Here writes for you:


Marco De Micheli photo-500x500-pixelMarco De Micheli is Publishing Director of the PRAXIUM Fachverlag in Zurich and book author specialized in Human Resource Management.


From the author:





Basics of Employee Recommendations

Basics of employee referral programs are:

1. Advantages and strengths

Referrals are faster, better fit into the organization, smoother, more loyal, and more engaged.

The chances that they themselves become referrals are high. The cost savings potential is great and the application process much easier and faster.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

2. Priorities and selection

Employee Referral Programs should be targeted and are particularly suited to hard-to-fill positions. Also expert and key positions or special demands on talents and skills are suitable.

For quick and easy to fill vacancies, there should be no referral programs.

3. Support and assistance

Employees should receive support - eg through the following activities:

  • “How-will-I-become-a-power-recommender” trainings in workshops,
  • the use of social media and appropriate tools,
  • a flyer that explains everything you need, such as the bonus model and employer appeal
  • Exchange of experience among recommenders

Incentives for referral programs

In order for an employee referral program to be implemented, there must also be various incentives:

1. premium models

Premium models have a significant impact on the candidate quality and the quantity of recommended ones.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Season bonuses tied to employee benefits are the most effective. Intangible incentives as an adjunct and the ability to select value premiums have proven to be best.

2. information and communication

Above all, it is important: job advertisements with exact requirement profiles and an overview of which vacancies exist and when recommendations from whom are particularly welcome.

Employee recommendations should be constantly discussed and communicated, for example in blogs, eMailNewsletters and employee magazines and achievements are celebrated.

3. Participants and target groups

Define the target groups, functions and positions of the program participants so that they receive good quality and appropriate recommendations, which has an influence on the quality or qualification of recommended employees.

Dedicated, qualified, performance-conscious and loyal employees are usually the best referrals.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Practical implementation

But practical implementation, the return on investment, is also important. In particular, the following must be observed:

1. Success control and key figures

Success control and key figures also include the following questions:

  • What is the recruitment quota for employee referrals?
  • How much is a new employee?
  • What is the duration and fluctuation rate compared to other instruments?
  • Are there gender, cultural, regional or national differences?
  • Who or which jobs and departments are most recommended?

2. Instruments and automation

The easier and more efficient referral programs are, the more successful they are.

There are quite powerful tools such as XING's Recommendation Manager, Facebook-Tools or Eqipia, Firstbird and Talentry, which automate the search, digitize the two-way process and simplify it for everyone involved.

3. Employer branding and career website

For recommending and recommending, concrete, authentic and comprehensive information about the company as an employer is an important one success.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Good aids for sharing in social networks are eg

  • A convincing social media presence,
  • an informative career website,
  • Posts in the company blog,
  • Insight into employer review portals
  • and a flyer for all recommenders

More knowledge - PDF download, eCourse on demand or personal advice

Offline download: Download this text as PDF -  Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.

3,99 Book now

Read customer feedback and buy a book on this topic at a discount: Do you like this text and want to read more information about it? Buy the right book including this text, buy it here in two languages, as a member even with a 20 percent discount. Would you like to take a look at the book first? You can do this by previewing the book look at and then purchase on the book page.

German edition: ISBN 9783965962743

7,47  Buy directly

English version: ISBN 9783965962750 (Translation notice)

7,47  Buy directly

Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

19,99 Book now

Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

179,99 Book now

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. Theresa

    You should not promote nepotism too!

    • Simone Janson

      For many companies, employee recommendations are actually a tried and tested remedy!

Post a Comment

Your email address will not be published. Required fields are marked with * .

Ja, I would like to be informed about the latest promotions and offers via Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.