Hiring great talent doesn’t have to feel like a never-ending search. The secret weapon might already be right before you—your employees. Whether at a desk, in the field, or working on the factory floor, your team brings something invaluable: firsthand knowledge of what makes your company awesome and connections to people who’d thrive in your environment.

With the right tools, employee referrals can help you hire 55% faster, and those referred hires are 45% more likely to stick around for at least two years. Beyond the stats, a strong referral program does more than fill open roles. It builds team spirit, boosts pride, and gets employees excited about playing a part in shaping the company’s future.

However, engaging your team in recruiting isn’t a simple, one-way approach. Desk workers and non-desk employees have different experiences at work, and your strategy needs to reflect that. So, how do you get everyone on board and turn your workforce into a hiring dream team? Let’s break it down.

Why Employee Referrals Work So Well

When your employees refer someone for a job, they’re doing more than just helping you hire—they’re saying, “This is a great place to work, and I trust this person will fit in.” That kind of trust makes a huge impact.

Referred employees stay about 46% longer than people hired through other channels. That means less turnover and less time scrambling to fill positions.

It’s also easier on your budget. Referrals can save your business up to $1,000 per hire, and the hiring process is quicker, too.

Referrals work well, no matter your industry. But to get the most out of them, you need to involve all your employees, regardless of their role or location, and make the process easy and rewarding for everyone.

Getting Desk Employees Involved in Recruitment

Desk employees, like those in HR, marketing, or IT, are already great with digital tools, which makes it easy to involve them in a referral program. They can contribute immensely to helping your team grow with the right approach. Here is how:

1. Leverage digital tools

Start by making referrals simple with easy-to-use tools. For instance, Boon lets employees submit referrals and track them quickly. You can also create ready-to-use templates for emails or social media, so sharing job openings takes just a few clicks.

2. Offer professional incentives

Desk employees love rewards that make their work life better. Think about offering extra paid time off or a more flexible schedule—who wouldn’t love that? Another great idea is giving them access to courses or certifications. It’s a win-win: they grow their skills, and you show you value their efforts. Desk employees often value perks that align with their work environment.

3. Recognize and celebrate publicly

Desk employees are often in meetings and part of company emails, so why not give them a moment to shine? Call them out during team meetings, feature them in newsletters, or send a company-wide email with a big thank-you. To make it even more fun, create a leaderboard on your intranet to show off top referrers—it’s a great way to make them feel appreciated and keep everyone excited about the program.

4. Make referrals a team activity

Lastly, make it a team effort. Get departments working together by hosting fun brainstorming sessions to think of great candidates. To keep the excitement going, offer team rewards like a lunch or outing when they make a successful hire.

Engaging Non-Desk Employees in Referrals

Non-desk employees—like field technicians, warehouse staff, or retail workers—have unique strengths. Their hands-on roles often put them in contact with potential candidates, but traditional referral programs don’t always work for them. Here’s how to make it easier and more rewarding.

1. Simplify the referral process

Non-desk employees aren’t always online during the day, so keep things simple. Use mobile-friendly platforms they can access during breaks or after work. Posting QR codes in common areas that link to the referral portal or job postings is another quick and easy way to get them involved.

2. Offer practical rewards

Non-desk employees often prefer rewards they can use right away. Think gift cards for groceries, gas, or popular stores. Tickets to local events or experiences they can enjoy with family are also great options that feel personal and thoughtful. With Boon, you can easily customize rewards to fit their preferences.

3. Celebrate in person

Recognition for non-desk employees works best when it’s direct and immediate. Announce referrals during shift meetings or huddles and hand out small thank-you gifts like branded merchandise or coffee vouchers. It’s a simple way to show appreciation that resonates.

4. Show the bigger picture

Help non-desk employees see the impact of their referrals. Share success stories of people they’ve referred and how those new hires have thrived. Remind them that strong referrals strengthen the team and make everyone’s jobs a little easier. Boon makes tracking hires and sharing updates simple, reinforcing how referrals strengthen the team and make everyone’s jobs easier.

Strategies That Work Across the Board

Motivating desk and non-desk employees requires bridging their unique needs. Try these ideas:

1. Add some friendly competition

Friendly competition can motivate everyone. Set up leaderboards to showcase top referrers and reward monthly winners with fun titles like “Hiring Hero” or small trophies. Seasonal challenges with team prizes are a great way to encourage collaboration across departments.

2. Give experiences, not just cash

Cash is great, but experiences are more memorable. Desk employees might love tickets to a conference or networking event, while non-desk employees might prefer team outings or family-friendly perks like zoo passes. These rewards leave a lasting impact.

3. Make referrals easy

Not everyone knows how to spot great candidates, but you can help. Offer quick, simple training—like short webinars for desk employees or quick shift briefings for non-desk teams. A little guidance makes referrals feel doable and stress-free.

4. Get leadership involved

When leaders are on board, everyone notices. Encourage managers to talk about the referral program and cheer on employees who participate. Even better, have executives personally thank referrers—it shows their efforts matter and keeps everyone motivated.  With Boon, leaders can track and personally thank top contributors, showing employees their efforts are valued at every level.

Why Referrals Count Across the Workforce

Employees who refer candidates bring immense value to any organization, regardless of their role. Referred hires stay [70%](https://www.zippia.com/advice/employee-referral-statistics/#:~:text=referred employees stay 70%25 longer.) longer than those sourced through other channels, reducing turnover and saving time and money.

Companies with strong referral programs also see a 49% boost in employee satisfaction. Platforms like Boon take referrals beyond hiring—they foster a culture of engagement, teamwork, and pride, strengthening your organization from the inside out.

Get Started Today

Engaging your workforce to act as recruiting engines can be challenging. A well-structured referral program helps overcome this. Start small with a few departments and create a process that's simple and accessible for everyone, whether they’re desk or non-desk employees. Use emails, posters, or team meetings to spread the word, and celebrate each success to keep the momentum going.

Platforms like Boon can make this even easier by automating the referral process, tracking progress, and ensuring that all employees—whether in the office or on the field—can participate seamlessly.

Your team already knows what makes your company a great place to work. With the right tools and a little creativity, you can turn that knowledge into a referral program that doesn’t just bring in amazing talent—it creates a stronger, more connected team that’s proud to build the company’s future.

Get started with Boon today and create a referral program that drives success from the inside out.

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