“Your Employees Are Your Best Recruiters—Are You Using Them?”
When a long-time customer told her favorite teller that her nephew was looking for a new job in finance, the teller thought of mentioning it to HR—but got busy and forgot. Weeks later, the nephew joined another bank down the street.
Situations like this happen constantly. Yet employee referrals remain the #1 source of high-quality hires in banking, according to LinkedIn’s Global Recruiting Trends. Referred employees are 40% more likely to stay three years or longer, making referrals a cost-effective and culturally aligned hiring strategy.
Why referrals work so well for community banks
They reinforce trust. Employees recommend people they already believe will fit the culture.
They shorten hiring timelines. Referrals reduce time-to-hire by nearly 50%, according to the Society for Human Resource Management (SHRM).
They increase engagement. When employees help shape the team, they feel more invested in its success.
How to activate employee recruiters
Simplify the process. If referring someone requires paperwork or long emails, participation plummets.
Recognize and reward. Celebrate successful referrals publicly and offer small incentives.
Communicate open roles frequently. Keep employees in the loop about what positions are available.
At the heart of every great community bank is a strong, connected team. By harnessing that network, banks can find candidates who share their mission and values.
Systems like BankerBounty make referral tracking and recognition effortless—so no good connection slips through the cracks.
