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Sign Up NowGetting a job referral can play a major role in landing a position. Over 60% of workers who were referred to a role ended up getting hired. On the other hand, those applying without referrals usually face only a 2% chance of even being invited for an interview. Even if half of those interviewed secure jobs, being referred still results in a dramatic boost — nearly a 60,000% higher chance of being hired.
The challenge often lies in figuring out who you should reach out to, what steps to take if you lack contacts, and how to frame the message when asking for a referral. The good news is, we’ve got all the steps covered. With this guide, you’ll be better positioned to get a referral that can move you closer to the job you’re aiming for.
The data is clear: employees who join through referrals are more likely to enjoy their jobs and feel connected to their workplace. The logic behind this is simple. Since referrals usually come through personal or extended connections, there’s already a higher chance that the company you’re referred to aligns with your values, just as it likely aligns with those of your friends.
The bigger the organization, the more it tends to rely on referrals for new hires. This creates an opportunity to use referrals to stand out at major firms that may receive thousands of applications every year. A referral acts as a shortcut in the process, helping your application rise to the top or leading directly to an interview.
Over half of employers see referred candidates as a better fit for their teams. This reasoning is similar to why referred employees often feel more satisfied, but the outcome is different: being referred increases your chances of impressing your manager and securing a lasting role compared to applying without a referral.
Your closest circle includes those you have direct ties with, such as previous colleagues, close friends, and peers. Since trust is already established with these people, they are the most reliable ones to reach out to for a referral.
Tip: Whenever possible, ask someone at a higher position to refer you, as 91% of referrals by directors lead to hires compared to 53% from entry-level staff.
These are people you’re indirectly linked to through mutual contact. While they’re not the easiest option, they are useful for broadening your reach. Such connections are often found while researching opportunities on LinkedIn. Building rapport before asking for a referral is essential here, which makes this path a bit slower.
Students can take advantage of another route for referrals. Colleges and universities usually maintain links with businesses, other schools, community groups, and more. If you’re a student, reach out to your career center to ask if they can connect you with someone in the organization you want to apply to. Professors, clubs, and honor societies are also helpful resources.
If you don’t know anyone directly, the first step is to identify someone who holds influence in the organization you’re targeting. For instance, if you’re applying for Regional Manager, try finding someone who’s a Branch Manager or Managing Director. You can read more on finding contacts later in this post. The goal is to select someone whose opinion could realistically affect the hiring choice for the role.
Next, contact this person (we’ll explain how later) and request an informational interview. This is a short meeting where you ask them about their job, their time with the company, and related topics. The purpose is to form a connection without asking for a referral right away. If the company will be at a career fair, ask whether they’ll attend. If yes, that’s your entry point; if not, use this as a reason to set up the meeting. “I was hoping to speak with you about [the project they’re working on]. Would [meeting point] suit you?”
During this meeting, aim to learn about the challenges the company is currently facing. While the person won’t share sensitive details, you can still find out about day-to-day obstacles in their role or issues the company has handled before.
After identifying challenges (some likely tied to the role you’re applying for), think about how you could provide solutions. Follow up after the meeting and explain your ideas. “I recall you mentioning [issue]. Based on my experience, [solution] might help. I noticed you have an opening for [open position]. Would you be open to referring me for [open position] so I can help put [solution] into practice?”
Before going through this guide, you likely already thought about using LinkedIn to reach people. The question is, how do you actually find those who could give a referral? You can use LinkedIn’s built-in search tool. On the desktop, click on “Jobs”. There, you’ll notice an option to filter by “In Your Network”. This will display contacts you already have who are working at companies with open roles. You can also browse LinkedIn groups you belong to and spot people worth reaching out to.
Similar to LinkedIn, Facebook Groups can be searched to find people connected to organizations you’re interested in. You can also look for employees directly by using Facebook’s search bar. Type “People who work at [company of interest]” to locate them easily.
Reminder: If you send someone a message on Facebook without being friends, it may go into the message request folder. This reduces the chance of your message being seen.
Meetup is an app that lets people arrange group events and networking sessions with others who share common interests. Many professionals use it to connect and build relationships. Attending these can help you find people in your industry or from a company you’d like to join.
Often called career fairs, these events are a good chance to talk with recruiters from your target companies in a relaxed way. While they’re mostly used to share your resume, they’re equally useful for making new contacts. Check the social media pages of the companies you’re interested in to confirm if they’ll be present. Recruitment agencies usually promote these events as well.
When you’re asking a colleague or a new contact to refer you, the wording is very important. You don’t want your request to sound like pressure, nor do you want them to feel forced into it. Ideally, you should build trust so that the person is willing to help on their own. If done well, they should be eager to recommend you. See an example below.
Hi [Person’s Name],
I hope you’re doing well. From our earlier discussion on [challenge to business], I had some thoughts about how I could [solution]. I’m really interested in the [attribute of the business] and noticed a job opening for [open position]. Do you feel you know enough about me to recommend me for the role? I’d be glad to start working on [challenge to business] as soon as I can.
For this role, I believe my expertise in [3 skills relevant to the job opening / description] along with my background in [prior experience linked to challenge to business] would add strong value.
Looking forward to hearing from you.
[Your name]
This approach relies on the relationship you’ve already built while giving the other person the freedom to decide — “Do you feel you know enough…”. At the same time, you outline clearly why you are suitable for the role, showing them your strengths and experience. This way, they have all the details they need to make a decision.
Job referrals can help you stand out to recruiters, find more satisfying work, and leave a lasting impression. By using your direct network, your extended contacts, or even links through school or work, you can find the right person to recommend you. Even if you don’t know someone inside the company, it’s still possible to secure a referral. When you ask, bring up past conversations, explain your value, and check if your contact is comfortable giving one.
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