Give employees verified role details and an approved way to share them. Explain how referrals enter the hiring process and how any established incentive works. Evaluate candidates against the same job-related criteria, communicate directly with applicants, and review whether the campaign reaches the openings it is intended to support.
Build a shareable opening brief
Choose the openings the campaign will support and confirm that each is approved and active. Prepare a short brief with the job title, location, approved pay, schedule, starting requirements, training, and application link. Add a date and a contact for corrections. Employees should not need to reconstruct the opening from memory.
Ask employees to share the approved link with people who may be interested rather than forwarding personal documents without permission. Provide a simple message they can adapt in their own voice. Explain that an introduction begins a recruitment conversation and that the hiring team will review the candidate's experience through its ordinary role-specific process.
Explain the process before launching
Define how a candidate identifies a referral and who receives the application. Keep the route simple enough that employees can describe it accurately. If your organization offers an incentive, publish the approved eligibility and payment conditions, including where questions go. Avoid promising rewards until the internal owner has confirmed the actual arrangement.
Tell employees what information they will receive after referring someone. Respect the candidate's privacy by keeping assessment details within the hiring team. Communicate directly with the applicant about interviews, questions, and decisions. A referrer can help make the introduction, but the candidate needs an independent route to understand the opening and manage their own application.
Combine referrals with broader outreach
Use referrals alongside other recruiting channels so the campaign continues to reach people outside existing employee networks. The Department of Labor describes local workforce resources that can support employer recruiting. A current online listing also gives every interested person the same role information and application route.
Track referred applications using the same stages as other applicants. Review which openings receive interest, whether candidates reach interviews, and whether follow-up is completed. Ask employees what questions they struggled to answer and improve the brief. Close the campaign for filled roles and update changed shifts or compensation. A useful referral campaign is maintained like any other recruiting channel, with accurate information, consistent review, and clear ownership.
Your next-step checklist
- Give employees a current, approved opening brief.
- Publish a simple candidate-controlled application route.
- Confirm incentive conditions before discussing rewards.
- Review referrals using the same job-related criteria.
Questions people ask
Should employees collect resumes from people they know?
A direct application link usually gives candidates a clearer way to control their information and select the opening. If another route is used, explain it and obtain the person's agreement.
Can employees ask why a referral was not selected?
Set expectations before launch about what the hiring team can share. Discuss recruitment decisions with the candidate directly and keep assessment information within the appropriate team.
Sources & useful resources
- Bureau of Labor Statistics — Human Resources Specialists ↗
- U.S. Department of Labor — Recruit and Hire ↗
Sources checked for this October 17, 2026 edition. This guide combines linked public resources with practical editorial recommendations. Job listings, programs and event details can change.
Published by JobFairGiant.com, which promotes its own hiring events and MichiganHired.com job-posting services. Read our editorial standards and corrections policy.
