How Referrals Impact Your Job Search

Referrals don’t automatically lead to job interviews. Because all referrals aren't created equal. There are two types of referrals: 1. The One And Done 2. The Advocate The One And Done is what most people end up with. Somebody at the company finally says “yes” and offers to pass your resume along. This means they put you in the company tool or they send your resume to a recruiter. Problem is, they don’t do much else. They don’t sell your experience, they don’t push to get you in the door... Because they can’t. They still barely know you! Advocates are doing all of the above. They don’t just put your resume in the referral tool. They send the hiring manager an email selling your value and the direct impact you’ll have on the team. They share the same message with other colleagues. They follow up to make sure you're scheduled for an interview. Then they champion you all the way through to the offer stage. So, the next time you get a referral, make an ask! Ask if your referral would be willing to email the hiring manager. Then provide them with all of the info and copy they'd need to make a strong case for you. Turn that One And Done into an Advocate! You'll land more interviews and offers.

"Posts and comments come and go, but a LinkedIn referral helps gamer careers grow!" Everything I do in this community is for a reason, even if it’s not always obvious at first. You may have noticed I recently ran a poll asking how much weight people put on LinkedIn referrals. I’ve been studying this issue for a while, not just because of casual observations but due to real feedback from the community. People have told me that while posts, comments, and one-off gestures are helpful, they don’t leave anything lasting that a candidate can use as a referral - something permanent on their profile. So, I took a deeper look. I didn’t just rely on the poll results; I had side conversations with hiring managers, recruiters, and candidates to get a full picture. And while it’s not universal, the data was clear: the super majority of people do put weight on these referrals. They have real value, not just for hiring managers but for candidates - especially those who might not have traditional networking advantages. Having a written referral on their LinkedIn profile gives them something tangible to point to, something that vouches for them in a way a simple post or comment never can. That’s why today, I’m not pointing to a new resource on our site. Instead, based on all this research, I want to make a direct community encouragement for gamers. If you know a candidate you want to support - someone looking for work - don’t just comment or make a one-off post. Do those things, sure, but please also consider writing them a LinkedIn referral. This small action helps with networking, referenceability, and visibility. Nothing is a cure-all, but like everything else we do here, it gives them a little more of an advantage. And to be clear: this isn’t a zero-sum game. If more people have referrals, it doesn’t make them meaningless. Quite the opposite - it helps our candidates compete, especially in a job market where we know 80% will have to land jobs outside of games. Let’s give them every possible leg up. As you know, I rarely ask for reposts, comments, or engagement. But today, I’d really appreciate it if you could push this post as far as possible. I’d love to see this become a movement - more referrals for more candidates. And if you do write referrals, let me know! Maybe I can give some shoutouts and help keep this topic alive. Thanks, everyone.

“Referrals don’t work.” My client said this in frustration after they felt like nothing was moving. I reminded them of Henry Ford’s words: “𝘞𝘩𝘦𝘵𝘩𝘦𝘳 𝘺𝘰𝘶 𝘵𝘩𝘪𝘯𝘬 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘰𝘳 𝘤𝘢𝘯’𝘵, 𝘺𝘰𝘶’𝘳𝘦 𝘳𝘪𝘨𝘩𝘵.” When we looked at the data they had: 15 practitioner referrals  → led to 0 interviews But they forgot they also had: - 1 referral from a friend → Resulted in an 𝗘𝗾𝘂𝗶𝘁𝘆 𝗢𝗳𝗳𝗲𝗿 - 2 CEO referrals → Led to 𝟮 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀 - 4 recruiter referrals → Led to 𝟰 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀 Yes, you might have received 15 referrals from data practitioners that haven’t yet converted. But, think back. What about the referral from a friend for a startup opportunity? Or a recruiter who connected you with three additional recruiters, resulting in three interviews in one week? Or the CEO outreach that led to valuable referrals? Or the recruiter who had placed you in the past, who just provided another referral that resulted in an interview? It’s not that referrals don’t work. It’s that some types of referrals drive more ROI than others. And many job seekers haven’t learned how to make them work, strategically There’s a clear pattern of success when approached strategically. Focus on ROI Not all referral sources are created equal. Some yield higher returns 𝗔𝗰𝘁𝗶𝗼𝗻 𝗣𝗹𝗮𝗻:  1) Start at the top: CEOs, C-level executives, Directors, and VPs  → These people have hiring power and influence 2) Next Steps: Hiring Managers and Recruiters  → They can open doors and give insider info 3) Then: Practitioners  → Good for context, but lower conversion power So if you’ve been messaging 30 practitioners and wondering why it’s not working… It’s not you. It’s the targeting. The next time you say, “Referrals don’t work”, Take a step back. Check your referral mix. Track your actual results. And challenge whether your statement is 𝟭𝟬𝟬% 𝘁𝗿𝘂𝗲 or just a reaction to discouragement. You don’t have to guess your way to success. Use the system.  Use the data. Make it work. Let’s get you back in control. 💪 You’ve got this. ➕Follow me, Jaret André for more daily data job search tips.

🚀 This is how I landed interviews at LinkedIn and The New York Times with referrals from my secondary network I saw open roles at LinkedIn and The New York Times (NYT), but didn’t know anyone directly working in those teams. What most people do: 💬 Send cold DMs asking for referrals directly. But I took a different approach—I reached out to people I already knew and asked if they knew anyone in those companies or teams. 🔗 New York Times: When I saw an opening at NYT, I reached out to my ex-manager at The Washington Post. Since she had worked with people at NYT, there was a high chance she knew someone. She did. She connected me with them and sent a stellar intro message. I got a referral from her network, which led to an interview. 🔗 LinkedIn: I found a role at LinkedIn in a team I had no connections with. Instead of cold DMing, I reached out to a VP I had built a strong relationship with. He knew the hiring manager and put in a good word for me. The result? I got an interview! 💡 In 2024, I learned you can leverage your secondary network to get amazing opportunities. But remember—only ask for this kind of favor if you’ve built a strong relationship and the person can vouch for your work. Next time you see an open role and don’t know anyone at the company, ask your connections if they know someone there. Don’t just ask for a referral—ask if they can introduce you to the right person. #career #network #tips #jobsearch #earlycareer #students

I'm worried the referral system has broken hiring for all of us Traditionally there have been three ways companies filled roles: ☑️ incoming applications ☑️ recruitment ☑️ internal referrals And they were always relatively balanced: ⬅️ Incoming applications were sorted and tracked and worked ➡️ Recruiters put out ads in papers, plastered help wanted signs in windows, and head-hunted 🔁 And people at companies would go to their boss and say, "You need to hire so-and-so" Was there still competition? Sure. You had to find ways to competitively stand out as a job seeker. You either needed to go the extra mile with your application and cover letter, you needed to work with a head-hunter to get you in front of recruiters, or have strong #GoToNetwork skills to have an internal champion. Honestly, you needed to be doing all three — but the referral... The referral was POWERFUL 👇 🟢 70% more high-quality candidates than job boards 🟢 45% of referred applicants stayed 4+ years, vs 25% of job board sourced employees staying just 2 years 🟢 Almost half the time to hire (29 days vs 55) Companies noticed 👀 But over the past few years, the #JobSeeker landscape shifted dramatically. Here's what I've been seeing: 📨 More applications were being sent in than ever before due to the incorporation of technology and #EasyApply and the dozens of job boards (100s of applicants in minutes) 😵 HR was spread thin, trying to be both Human Resources AND Talent, which meant that the influx of applications swamped them, but also that they relied more than ever on ATS to help them clean up the mess 💰 Which is why companies started offering referral bonuses... ^I think that's where the balance shifted Employees became more incentivized to refer someone, even if they didn't know them personally! And who could blame us?? $1,000 bonus if the person you refer sticks around for 6 months?? Yeah, ok sure, let me put in a referral for you, stranger. ...which meant that the referral channel became just as saturated as the other two channels and LESS valuable to companies on the whole, all while the other two channels became noisier and noisier... I've been mulling it over, and there might be few ways we fix this system: 1) The referral process needs oversight; I won't ask for a referral unless I get a chance to build a meaningful connection with someone over time. But are companies somehow looking into the connection-level? That could let the best rise to the top again. 2) We need better ATS processes. There's too many times an immaculate resume will get auto-rejected by AI, leaving you scratching your head on how you could have done better. 3) Bring back an intentional focus on Talent Sourcing teams (there are still good ones out there!!) But this is all from the outside looking in!! I'm not an expert, just someone who's done enough job hunting to notice the trends. Any of my TA or HR friends able to shed some light for us #OpenToWork peeps on what you all are seeing?

Stop Applying and Waiting—Use the 2-Step Method Instead It’s not enough to apply for a job and hope for the best. And mass-applying—whether manually or with an AI tool—won’t get you hired faster. Instead, use the 2-Step Method to stand out and gain an advantage. 🔹 Find a job → Find a contact 🔹 Find a contact → Find a job By taking this approach, you’ll not only differentiate yourself from other applicants but also gain the support of an insider who can help your resume get noticed. Step 1: Apply Strategically This part is straightforward. ✔ Find a job online. ✔ Tailor your resume to highlight your most relevant qualifications. ✔ Write a thoughtful cover letter that explains why you want to work at the company—this means doing real research beyond just knowing their name. Step 2: Find an Insider This is the step most job seekers skip—but it’s the game-changer. Find someone who currently works (or previously worked) at the company and reach out. Yes, it takes effort, but securing an internal advocate, ally or informant dramatically increases your chances of getting noticed. This is called an employee referral, and it’s one of the most powerful ways to land an interview. 💎 Reversing the 2-Step: Start with People, Then Find the Job 💎 If you have a list of target companies, begin by identifying people you know who work there. Reach out and reconnect—even if there’s no job opening at the moment. Why? ✔ They may know about a job before it’s posted. ✔ They could refer you when something opens up. ✔ They might introduce you to someone hiring elsewhere. Not everyone will respond, and not every lead will pan out—but what if just one does? That’s all it takes. Use LinkedIn to Find Insider Connections LinkedIn is the best tool for this. 📌 Visit a company’s LinkedIn page and see who works there. 📌 Check your connections—first-degree contacts are ideal, but second-degree can be valuable too. 📌 Use your college/university alumni network to find former classmates at your target companies. AI can’t replace human-to-human connection. And while this takes effort, the hard work can pay off. Try the 2-Step Method for a few weeks and see how it changes your job search.

Most jobs are filled through direct applicants, but a referral can certainly increase your chances of landing an interview. Why? 1. Referrals indicate that a current employee who knows the company can vouch for your work so it's an indication of a strong applicant. 2. Referrals are often flagged (maybe the recruiter gets a ping when a referral comes in, or the referrals are indicated with a banner on the app) so they catch the recruiter's attention which warrants quicker review. That said, a referral doesn't help if you aren't: -highly qualified for the role. -the person referring you doesn't really know your work. The last thing always worth noting here is that there’s some inequity in access to referrals and depending on where you went to school, where you’ve worked, family connections, etc. So I always encourage everyone to consider this when thinking about your networks and if you don’t see a lot of diversity in your network, take steps to change that.

One of the most common questions I hear from job seekers is, "How do I stand out in the application process?" 🤔 And, I get it. In a world where 'Easy Apply' is used by everybody and their brother, resumes and cover letters are looking one and the same, and positions are highly competitive, it's important to set yourself apart from other applicants. Most of the time, I see job seekers wanting to set themselves apart in their application materials. But, truthfully, I don't think this is the way to go (at least, not fully) 😶 Especially not when... ➡ Employee referrals are 4x more likely to be hired ➡ Roughly 80% of job openings are NEVER advertised ➡ Nearly 80% of jobs are filled through networking efforts Yes, your resume, cover letter, and LinkedIn profile are important. These materials need to highlight your skills, achievements, personal brand, and character. But, people = jobs 💼 If you want to approach your job search proactively and with the right mindset, you might want to... ✅ Identify alumni, current employees, and hiring managers to network with. Get industry advice on your career materials, information about application processes, and referrals if the opportunity is a good fit. ✅ Spend less time on volume of applications and more time on quality of applications. Every application you submit should have a person 'attached' to it in some way (you know someone on the hiring team, you met a future colleague at a networking event, etc.). ✅ Prepare samples of your work to share. Showing an example of your work and skillset in an interview, networking call, or cold outreach message goes a long way. Whether that means pulling up your LinkedIn profile to show some of your Featured items or toggling over to your GitHub, examples demonstrate more than words! I share more insights on the hashtag #JobSearch in my recent TikTok 💼 Check it out below! https://lnkd.in/ggfQytUV

I conducted a survey of 100 people in my community who got jobs in this market. Here’s what works: (Yes, I got 94 then bugged 6 people to get 100.) We’ll go from least to most successful: 1. THE TRADITIONAL METHOD : 11/100 Everyone likes the cold application. Drop your resume for a posting. It’s easy, and why not? Success rates are low, but, sometimes, it does work. 2. THE WORK PRODUCT: 12/100 This is a cold application enhanced to the gills: • Customized resume • A 1-3 hour work product (eg, Loom) • Cold pinging people about it to get noticed It works well when other options are exhausted. But it’s not the highest volume method… 3. INBOUND: 28/100 Companies want to hire inbound for the best roles. In fact, most senior jobs are never even posted. Almost all the VPs and CPOs went this route. Here’s how: https://lnkd.in/e-iD9VUA 4. REFERRALS: 49/100 This is by far the most successful method. And that’s why I keep banging the door on it. If you do anything in your job search, do referrals! THE TRICK Now, for many of you referrals fail: • You don’t actually know the person • You’re not qualified for the role • The role has too many refs Here’s exactly how to make them work: https://lnkd.in/eU8Y_ar9 JOBS FAVOR THE UNIQUE The key to referrals, inbound, & work products? Being a unicorn. Unashamedly be yourself. What has been working for you? Repost to share with others ♻️ P.S. If you’re searching for a job, consider my newsletter your sidekick: https://lnkd.in/erMkhVJa

The Power of Referrals As a recruiter, The Power of Referrals is an incredible phenomenon that I’ve truly gained an appreciation for throughout my career. Any time I am forwarded to another candidate, I cannot express how much I value a connection like that, because you truly never know where it could lead. Throughout my career, I’ve had the opportunity to witness The Power of Referrals several times. Several years ago, I had connected with Corley Huffstickler about new jobs, and was able to help him land a great opportunity. A couple years later, Corley and I partnered up again, and we landed him a second great position, with a leader that he is very passionate about working with. Corley then passed my name on to Jesse Madrid. This led to helping Jesse land multiple interviews, and helping him get an incredible growth opportunity for his sales career. This story gets even better, and the chain of referrals continued. From there, Jesse connected me with Ryan Breaud, who was just getting started on his search for a new role. Ryan and I connected, and immediately pursued three positions, all of which he was selected to interview for. Ryan ended up receiving two offers, including an offer for the position and company that was his top choice from get go. The salary was perfectly in line with his target, and the hiring manager and company feels like a place where he can really grow himself and have long-term success. My last example is about Rynn NeSmith, who I had messaged for a leadership position on LinkedIn. Now Rynn was not interested in the position that I had reached out for, but she did send me the information of another logistics professional who was searching for a new position, Teale McKinzie. Teale and I only pursued a couple positions together, but that’s all that was needed. She thoroughly impressed the hiring managers that she interviewed with, and was able to secure a position with a company that she really meshed with, and a salary that was right in line with her target. Referrals are incredibly powerful, and you never know where they could lead. I ask you this: if you know someone who is actively looking for a new role, or someone who could be a fit for a position that you’ve been contacted about, please pass their name on.