So you’ve launched a referral program. Maybe a few people are sending in names. Maybe you've even made a few hires. That’s great—but how do you really know it’s doing what it’s supposed to?

A lot of companies roll out referral programs, toss in a few bonuses, and hope for the best. But without tracking the right things, you’re flying blind. To get the most out of your program, you need to look at the numbers—and not just the flashy ones.

Let’s break down what to measure, why it matters, and how to improve based on what you find.

First Things First: Why Bother Measuring?

Referrals are one of the most cost-effective and high-quality sources of hires. But that doesn’t mean the program runs itself. Knowing what’s working (and what’s not) helps you:

• Spot bottlenecks early

• Justify the budget for rewards or tools

• Keep your team engaged and involved

• Hire better, faster, and smarter

The Metrics That Matter

1. Are People Even Using It? (Participation Rate)

How many of your employees are actually referring people? If it’s only the same 3 people every time, it might be time to rethink how you’re promoting the program—or make it more exciting.

2. How Many Referrals Are Coming In?

Keep track of the number of referred candidates you’re getting each month or quarter. Spikes might tell you a recent campaign or reward worked. A dry spell? Time to mix things up.

3. How Many Referrals Turn Into Hires? (Referral-to-Hire Rate)

This shows quality. If you’re getting tons of referrals but no hires, there’s probably a disconnect. Maybe employees aren’t sure who to refer, or maybe the bar for hiring is unclear.

4. How Fast Are You Hiring from Referrals?

Referred candidates should, in theory, move through your funnel quicker than cold applicants. If they’re not, figure out where things are getting stuck.

5. Do Referral Hires Stick Around? (Retention Rate)

If referred hires are leaving after a few months, that’s a red flag. Check whether expectations are clear and whether the onboarding experience sets them up for success.

6. Is It Saving You Money? (Cost per Hire)

Compare what you’re spending to bring in a referred hire vs. a job board or agency hire. Most of the time, referrals will come out cheaper—and better.

Tools to Help You Out

You don’t need to live in spreadsheets. Tools like Cruit help you track all of this in one place—referral activity, top contributors, time-to-hire, and more. That way, you can stop guessing and start optimizing.

What to Do with the Data

• Participation is low? Maybe your program needs a clearer process—or more visibility.

• Hire rate is low? Try sharing better job descriptions or coaching employees on who to refer.

• Retention is weak? Look into onboarding and team fit. Are expectations clear on both sides?

Bottom Line

A referral program is only as good as the results it brings. But the good news? Once you start measuring the right things, improving gets a whole lot easier.

Want to stop chasing spreadsheets and start seeing real results? Tools like Cruit help you track what matters—and get more great people in the door.