It’s the time of the year to give thanks. We want to give credit where credit is due. In recruiting, employee referrals are pretty awesome for a bunch of reasons. So we are joining hands, going around the table, listing the reasons we’re thankful for referrals.


Everyone knows that remote companies have access to more talent than non-remote companies. It’s kind of obvious right? You can recruit in any market, therefore, there are more candidates. This is huge — but it’s not the whole story, it’s more than a larger pool. Remote companies actually have 2 huge market inefficiencies in their favor.


Your employee referral program shouldn’t be scary. It’s one of the most valuable pieces of your candidate pipeline. If not one of the highest converting sources of hiring at your company. Everyone loves referrals and people love making them… until someone starts getting spooked.


You want to get a job at Slack? Who do you know there? What’s the strength of the connection between you and other people there? More importantly, how do you optimize your time to reach out to the correct people who might refer you and help you skip the resume queue?


Think about it. Referrals happen everywhere. As the recruiter in the office, you’re being sent referrals over email, text, Slack, in person (like you’ll be able to remember the conversation) and there’s even a stack of referred resumes on your desk. The amount of time it takes to sort through and appropriately catalog referrals is frankly not worth the fuss.


In the past 6 years I have been on the hiring side of things. I have read a thousand resumes and have interviewed probably more than a hundred engineers, both senior, junior and interns, and have seen common mistakes that cost people an invitation to even the first interview. In this post I will try to summarize the common mistakes and give advice how to avoid them.


Employee referrals are known to result in more efficient hiring. U.S. companies hire 29 percent of their workforce through referrals—and at least 88 percent of employers love employee referrals. At companies like Ernst & Young, referrals can account for up to 45 percent of non-entry level hires, according to The New York Times.


Hubspot, the inbound marketing and sales software for social media marketing, content management, web analytics and search engine optimization, has one of the best employee referral programs in the industry. Devon Brown, Recruiting Manager at Hubspot, is one of the secret forces behind this success.


When it comes to hiring, timing is everything. How many stories have you heard about the right person getting hired because they were in the right place at the right time? Or even more common, the right person was referred at the right time. Finding and sending referrals isn’t always the clearest and easiest process for people. And the only way to start getting a consistent flow of referrals is by making the process as easy as possible. Follow these 3 steps to simplify your referral hiring.