Boosting Healthcare Hiring with Employee Referrals

The healthcare industry faces an ongoing challenge—finding quality Certified Nursing Assistants (CNAs). With high turnover rates and increasing demand, nursing homes, hospitals, and other healthcare facilities struggle to maintain a steady stream of qualified talent. One solution that has proven effective is leveraging employee referrals.

The Power of Employee Referrals in Healthcare

Employee referrals have long been recognized as a valuable tool in recruitment. In the healthcare sector, this method is particularly effective because people often refer to individuals similar to themselves. According to Hireology’s 2024 Healthcare Applicant Study, 93% of healthcare job seekers would be more likely to apply to a job if a trusted friend/acquaintance vouched for the company. CNAs who excel in their roles are likely to know others who possess the same dedication and skill set.

Why Employee Referrals Work

Employee referrals tap into trusted, existing networks, ensuring that referred candidates are more likely to be trustworthy and competent. This peer-recommendation system leads to better cultural fits and improved job performance.

1. Higher Quality Candidates: Employees will typically recommend candidates they believe will succeed, developing higher quality candidates.
2. Faster Hiring Process: Referrals streamline the hiring process, reducing the time spent on sifting through applications.
3. Increased Retention Rates: Referred employees tend to stay longer, reducing turnover rates and stabilizing the workforce.

Implementing an Employee Referral Program

Creating an effective employee referral program requires strategic planning and execution. Here’s how to get started:

Set Clear Guidelines

To ensure success, establish clear guidelines for the referral program. Define the roles you need, the qualifications required, and the process for submitting referrals.

1. Define Eligibility: Specify which employees can participate and which positions are open for referrals. For example, some companies may not include human resources as eligible for participation.
2. Provide Clear Instructions: Offer a straightforward process for submitting referrals, including necessary forms and deadlines. Consider using a recruitment software like Hireology equipped with a robust employee referrals feature to help digitize and streamline the process.
3. Communicate Expectations: Outline what is expected from both the referring employee and the referred candidate.

Offer Attractive Referral Bonuses

Incentivize your employees to refer top talent by offering attractive referral bonuses. Monetary rewards and other perks can motivate staff to participate in the program.

1. Monetary Bonuses: Cash rewards are a simple yet effective way to encourage referrals.
2. Additional Perks: Consider offering extra vacation days, gift cards, or professional development opportunities as rewards.
3. Tiered Rewards: Implement tiered rewards based on the position’s difficulty to fill or the referred candidate’s performance milestones. For example, a harder to fill position could have a higher referral bonus, making it a stronger incentive for employees to refer qualified candidates in their networks.

Promote the Program Internally

Ensure your employees are aware of the referral program and understand its benefits. Use various channels to promote the program and keep it top-of-mind.

1. Emails and Newsletters: Regularly remind staff about the referral program through internal emails and newsletters.
2. Flyers and QR codes: Display informative flyers in common areas to increase visibility. Adding a QR code gives employees quick access to sharing the latest job openings with their peers.
3. Staff Meetings: Discuss the program during team meetings to encourage participation and address any questions.

Creating a Sense of Community

Fostering a sense of community among employees can enhance their willingness to refer candidates. Promote a culture of collaboration and mutual support.

1. Team Building Activities: Organize team-building activities to strengthen relationships and build a supportive work environment.
2. Open Communication: Encourage open communication and feedback to create a sense of belonging.
3. Inclusive Culture: Promote inclusivity and diversity to ensure all employees feel valued and respected.

Creating an Email and Texting Campaign for Referrals

Email and texting campaigns are a powerful tool for promoting your referral program. Target employees who have had positive onboarding experiences or reached significant milestones.

Timing is Key

Send referral campaign emails or text messages at strategic times to maximize engagement and participation.

1. Post-Onboarding: Reach out to new hires after successful onboarding to capitalize on their positive experience.
2. Milestone Achievements: Celebrate employees’ work anniversaries by inviting them to participate in the referral program.
3. Quarterly Reminders: Send quarterly reminders to keep the referral program fresh in employees’ minds.

Crafting the Message

Your email should be engaging, informative, and motivating. Here’s how to structure your message:

1. Personalized Greeting: Address the employee by name to create a personal connection.
2. Program Details: Clearly explain the referral program, including eligible positions and referral bonuses.
3. Call to Action: Encourage immediate participation with a compelling call to action.

Sample Email Template

Hi [Employee Name],

We’re thrilled to announce our exciting employee referral program! You have the chance to earn [specific reward] by referring qualified CNAs to join our team.

Here’s how it works:

• Refer a qualified CNA.
• If they’re hired and stay for [X months], you get [reward].

Ready to help us find top talent? Click here to submit your referral.

Thank you for being an essential part of our team!

Best regards, 

[Your Name] 

[Your Position]

Utilizing Positive Onboarding Experiences

New hires who have had positive onboarding experiences are prime candidates for participation in the referral program. Their enthusiasm can be contagious and inspire them to refer friends or colleagues.

Collecting Testimonials

Gather testimonials from new hires who are satisfied with their onboarding experience. Use these testimonials to promote the referral program and your employer brand.

1. Survey New Hires: Conduct surveys to gather feedback on the onboarding process.
2. Highlight Success Stories: Share success stories of employees who were referred through the program.
3. Use Social Proof: Include testimonials in referral program promotions to build trust and credibility.

Reinforcing Positive Experiences

Ensure that new hires feel valued and supported throughout their onboarding process. A positive experience increases the likelihood of them participating in the referral program.

1. Mentorship Programs: Pair new hires with mentors to provide guidance and support.
2. Regular Check-Ins: Schedule regular check-ins to address any concerns and reinforce their positive experience.
3. Feedback Loop: Create a feedback loop to continuously improve the onboarding process based on employee input.

Conclusion

Employee referrals are a powerful tool for attracting quality CNA talent in the healthcare industry. By leveraging the trusted networks of your current employees, you can streamline the hiring process, improve retention rates, and build a supportive community within your organization.

To get started, implement a well-structured referral program, offer attractive bonuses, and promote the program through email and texting  campaigns, as well as internal communications. 

Start leveraging employee referrals today and watch your team thrive! For more personalized strategies, speak with a Hireology representative today.