Latest news with #referrals
Yahoo
26-07-2025
- Business
- Yahoo
The Referral Engine – How to Turn One Shipper into Three
Some small carriers chase new freight like it's a numbers game. They blast emails, cold call every logistics contact they can find on LinkedIn, and undercut rates just to get a shot at the next load. It's a hustle. And while it might land you a load here and there, it doesn't build staying power. But the smartest carriers don't chase—they multiply. They take one shipper, serve them so well it becomes their calling card, then use that relationship to unlock two, three, even five more. No cold calls. No rate wars. Just results that speak louder than sales pitches. That's what a referral engine is. And if you're serious about building a freight book that doesn't evaporate every time the market dips, it's time to stop treating referrals like luck—and start treating them like a system. This article breaks down exactly how to do it. Start with Execution They Can't Ignore The first rule of building a referral engine? Be referable. That means delivering service so clean, so consistent, so professional that your shipper doesn't just trust you—they talk about you. And not because you asked, but because they want to. On-time delivery, spotless equipment, real-time communication, and issue resolution without finger-pointing—that's not 'above and beyond.' That's your starting point. You want shippers saying, 'I wish all our carriers ran like this.' That's when doors start opening. One small fleet we coach doesn't just meet their pickup windows—they beat them. If the window is 8:00–8:30, they're in the dock at 7:55. They don't wait for check calls—they send proactive updates before anyone has to ask. Their trucks are clean, their drivers are courteous, and their paperwork is never missing. That consistency builds confidence. And confidence leads to conversations that go far beyond the current PO. You don't need a massive fleet to build this kind of reputation. You just need execution that's too good to ignore. Be the Carrier They Brag About When shippers are impressed, they talk. Not just to their team. To other facilities, other departments, their 3PL partners, their vendor networks. And they don't brag because they like you—they brag because you made their life easier. That's the part most carriers miss. Referrals aren't about doing a good job. They're about solving real problems—problems your shipper can explain to someone else. Ask yourself: Are you giving your current shippers a reason to mention your name in the next meeting they sit in? We worked with a fleet that took over a nightmare retail account. The previous carrier was constantly late, always blaming traffic or breakdowns. Claims were through the roof. The shipper's buyer was on the hot seat weekly. This carrier cleaned it up in 60 days—cut late deliveries in half, fixed POD issues, and improved vendor scorecards across the board. The buyer was so impressed, they introduced the fleet to two other retail divisions under the same corporate umbrella. No cold call. No pitch deck. Just results. If your service makes your point of contact look good to their boss, they will introduce you. It's not personal—it's strategic. And that's exactly what you want. Ask Without Sounding Desperate Once your performance is tight and your shipper trusts you, it's time to make the ask. But here's the thing: you can't sound like you're struggling. Too many smaller carriers kill the moment with a weak pitch:'Hey, do you have any other freight we can haul?' That doesn't inspire confidence. It sounds like you're chasing survival, not delivering value. Instead, frame it around what's already working. Try this:'We've had a lot of success keeping your loads on time and your customers satisfied. If there are other departments or facilities looking for that kind of consistency, we'd be happy to support them too.' That's not pushy. That's not salesy. That's leadership. You're showing that your service has impact—and you're offering to extend that impact where it's needed. And it works. Build a Playbook for Referrals If referrals are a random win in your business, you're leaving growth to carriers don't wait for referrals to happen. They build them into the process. Here's how to turn it from luck into leverage: 1. Set the 60-Day Trigger After 60 to 90 days of consistent, high-quality service, ask for feedback. Use that conversation to plant the seed:'We've really enjoyed supporting your team. Are there other locations or contacts we should be speaking with?' You're not selling. You're expanding. Big difference. 2. Track and Document Your Wins Keep a file of every positive result—on-time percentages, reduced claims, thank-you emails, even successful recoveries on tight timelines. These are real-world case studies you can reference when talking to other departments or new prospects. 3. Train Your Team to Listen for Opportunities Drivers and dispatchers are your eyes and ears. If a dock supervisor says, 'You guys are way better than the last outfit,' that's a referral opportunity. Teach your team to catch those comments and flag them for follow-up. Be sure you have established a referring platform like Google My Business, so that you can document these referrals! 4. Make Referring You Easy Your shipper isn't going to write a paragraph explaining what you do. So give them a one-pager: who you are, what you haul, your coverage area, and a few quick bullets on performance. If you make it easy to share, they will. Referrals aren't always formal. Most of the time, it's a quick conversation in a meeting. Be ready for that window. That's how doors open. Expand Within the Customer First Before you knock on cold doors, knock on the warm ones already open. Many shippers operate across multiple locations, divisions, and business units. If you're doing well at one DC, odds are there are three more that need help too. But they're not going to call you. You have to take the first step. One carrier we coached started with one food distribution center. They focused on cleaning up late loads, improved temp control communication, and built trust with the shipping manager. That led to an intro to the regional logistics team. Three months later, they were covering lanes for four additional DCs. All without sending a single cold email. No RFP. No rebid. Just proof and process. It's always easier to grow from the inside than break in from the if you're already performing, there's no reason you can't scale within the same account. FINAL WORD Referrals aren't lucky breaks. They're earned results. They're what happens when you stop trying to 'get in' with everyone and start showing up differently for the few customers you already have. You don't need to be everywhere. You don't need 100 shippers. You need five who trust you so much they tell their peers. That's how sustainable growth works in this industry—one relationship at a time, backed by execution that speaks louder than any cold call ever could. So stop chasing. Start multiplying. Serve one account with excellence. Build trust. Document the results. Ask with confidence. Expand where the doors are already open. And turn that one shipper into three, then five, then ten. That's how small carriers build big books—by turning service into strategy. The post The Referral Engine – How to Turn One Shipper into Three appeared first on FreightWaves.
Entrepreneur
26-07-2025
- Business
- Entrepreneur
Why I Almost Always Choose Referrals When Hiring — And You Should Too
Referrals are no longer optional but necessary. In today's competitive and security-driven environment, hiring through referrals is essential to safeguard your company brand and reputation. Opinions expressed by Entrepreneur contributors are their own. Many ask me, "Why focus your business growth on referrals?" My answer is simple: referrals are the fastest and most effective way to bring the right people on board while minimizing risk. In the rush to hire quickly or cut costs, companies often bypass referrals in favor of cold applications or mass job boards. While casting a wide net might seem efficient, it actually exposes your business to significant risks. This approach can create dangerous blind spots that put your company's most valuable assets — security, data and intellectual property — at risk. Referrals are more than convenience — they're a critical layer of security Building and nurturing professional networks isn't just good career advice; it's essential for business security. When someone refers a candidate, they're putting their own reputation on the line. This inherent accountability acts as a first line of defense. In contrast, applicants from job boards or open applications often come without shared connections or any built-in accountability. That increases risks ranging from candidates misrepresenting themselves to malicious insiders or even competitors planting infiltrators. Related: 5 Surprising Benefits of Professional Networking That You Need to Know About Insider threats are a real and costly danger Studies show that insider threats account for over 34% of data breaches. These threats aren't always malicious — many stem from negligent hires unfamiliar with security protocols. Cold hires are harder to vet thoroughly. Referrals, however, come with firsthand insights into a candidate's professionalism and ethical standards. This added context can be the difference between a secure organization and one vulnerable to expensive intellectual property theft, data leaks or reputational damage. How to maximize referrals in your hiring strategy: Nurture your professional network: Build genuine relationships by engaging with others and understanding their experiences. Benefit: Trusted connections lead to higher-quality referrals with built-in credibility. Set clear hiring goals: Define the culture and skills you want in your team to ensure referral candidates align well. Benefit: Referrals come with insights into character and fit, backed by trusted networks. Maintain regular, thoughtful communication: Connect consistently — not just when you need something. Benefit: Active relationships keep your network engaged and ready to support mutual referrals. Leverage online platforms that facilitate referrals: Use tools designed to streamline referral-based hiring and expand your reach. Benefit: Discover more qualified candidates through trusted, structured referral channels. Related: How to Lower the Risks to Your Brand Reputation (and Build an Image that Wins New Business) A smarter, safer hiring strategy In today's high-risk business environment, hiring through referrals is more than a cultural advantage — it's a vital security strategy. Building your team through trusted networks adds accountability and trust that anonymous hires simply can't provide. This approach protects your company's brand, reputation and long-term growth. If you want to grow securely, safeguard your intellectual property, and minimize avoidable risks, centering your hiring strategy on trusted referrals isn't just smart — it's necessary. Ready to break through your revenue ceiling? Join us at Level Up, a conference for ambitious business leaders to unlock new growth opportunities.
Associated Press
08-07-2025
- Business
- Associated Press
MyGig Launches New Website To Help Professionals Earn More Through Trusted Referrals
Built in collaboration with Hydro Media Group, the new platform reimagines how business professionals earn through high-trust referrals MIDLOTHIAN, VA, UNITED STATES, July 8, 2025 / / -- While 73% of Gen Z scrambles for side hustles to beat inflation, most gig work still feels like a grind. MyGig ( ) just changed that equation entirely. The certified reseller platform launched a completely redesigned website that transforms how business professionals monetize their networks: No hard selling, no career risk, no compromising relationships for a quick buck. 'We're not just launching a website. We're launching a movement,' said Gary Engels, CEO of MyGig. 'The gig economy used to mean driving for Uber or delivering food. Now it means leveraging your professional relationships to create real wealth, the smart way.' Built with outcome-obsessed marketing firm Hydro Media Group, the new platform cuts through the noise with laser focus: get professionals the opportunity to earn from day one through high-trust referrals of business solutions that actually matter. 'Our new site is an extension of our belief that professionals deserve smart, reputation-safe ways to earn,' said Engels. 'It's built to convert interest into action — and action into meaningful income.' The numbers tell the story. With inflation crushing household budgets, over half of Americans now hustle on the side. But most side gigs pay peanuts and demand massive time commitments. MyGig flips that script, enabling professionals to earn meaningful income by simply connecting businesses with solutions they genuinely need. 'What blew me away was the transparency,' says Christine Rico, a certified reseller. 'I can see everything in my downline, understand exactly how each product works and speak confidently about why businesses need these solutions. It's not selling. It's solving problems and getting paid for it.' The platform delivers three game-changers that traditional gig work can't match: — Reputation-safe earning: Professionals maintain their credibility while building income streams that complement, rather than compete with, their primary career. — High-value solutions: Instead of pushing random products, resellers promote curated business solutions that companies actually want and need. — Smart scaling: Built-in training, marketing tools and support systems mean professionals can grow their referral income without becoming full-time salespeople. 'Every professional has a network. Most just don't know how to monetize it ethically,' Engels added. 'We've cracked that code.' The timing couldn't be better. As economic uncertainty drives professionals to diversify income streams, MyGig offers a path that enhances rather than endangers their primary career trajectory. For more information on MyGig or to sign up as a certified reseller, visit ABOUT MYGIG: MyGig empowers business professionals to earn on their own schedule by connecting businesses to valuable financial, HR and technology solutions. The platform makes it simple, ethical and rewarding for tens of thousands of gig workers globally to leverage existing relationships without hard selling or career risk using MyGig's certified reseller platform, academy, marketing tools, live training, contests and recognition programs. ABOUT HYDRO MEDIA GROUP: Hydro Media Group specializes in outcome-driven digital marketing that converts interest into income. Part of The Anchor Group ecosystem, Hydro empowers ambitious professionals to build profitable online businesses through expert training, cutting-edge tools, and strategic partnerships — no experience required. MEDIA CONTACT: Dr. Alexa D'Agostino Hydro Media Group +1 914-414-9314 email us here Legal Disclaimer: EIN Presswire provides this news content 'as is' without warranty of any kind. We do not accept any responsibility or liability for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this article. If you have any complaints or copyright issues related to this article, kindly contact the author above.
RNZ News
22-06-2025
- Health
- RNZ News
Pacific news in brief for 23 June
Photo: 123RF A senior health official in Papua New Guinea is promising action after revelations some nurses are wanting payment for writing referrals for patients. The Post Courier reports claims of such a practice were made by gynaecologist Dr Gen Mola, who said he's been informed some nurses in the National Capital District are asking up to 20 kina to write a referral. The chief executive of the Provincial Health Authority in the capital, Dr Robin Oge, said they are investigating the concerns raised by Dr Mola and they will take appropriate action. The Papua New Guinea prison service has signed an MOU with the Department of Education which will see education and training programmes rolled out in jails across the country. NBC reported that the memorandum highlights the vital role education plays in restoring dignity, instilling hope, and creating opportunities for those seeking a second chance. The rollout of structured learning and skills training within prisons is expected to transform lives behind bars. The acting Corrections Commissioner Bernard Nepo called the initiative a lifeline for inmates. Fiji Government officials have met with a three-member high-level persons group, which was commissioned by the Pacific Islands Forum Chair to talk to Forum members on the Review of the Regional Architecture. Fiji permanent secretary for foreign affairs, Dr Raijeli Taga, said the dialogue is timely, given the complexities that the Pacific region is navigating and in the Pacific Way. The outcomes of these talanoa will inform recommendations to Forum leaders at the annual Forum Leaders' Summit in Solomon Islands in September. The Human Rights Protection Party in Samoa says it wants to scrap Value Added Goods and Services Tax, because of the dire state of the economy. Party leader, Tuilaepa Sailele Malielegaoi, has told the Samoa Observer that if returned to power in the August election, the HRPP would removed the 15 per cent tax. He said this is part and parcel of the HRPP assistance to people who are struggling amid soaring prices. Challenged on why such proposals were not introduced during his administration's four decades in power, Tuilaepa said there's been a dramatic increase in living costs under the current government. The US Department of Defense (DoD) says construction of the Tinian Divert Airfield in the Northern Marianas is about 70 percent complete. This was updated at last week's CNMI stakeholders meeting on Saipan. The DoD said the majority of the earthwork activity is complete. Meanwhile, renovations to the Tinian North Field continue and would include roadway repairs and vegetation clearance. During the stakeholders meeting, the DoD also discussed proposed improvements to Tinian Port facilities, and Saipan and Rota international airports, along with environmental impact considerations. In Tonga, 14 new US Peace Corps trainees have been welcomed with a traditional Tongan 'Ouau Kava (kava ceremony) in Tongatapu. The 87th cohort of Peace Corps volunteers in Tonga will provide English language development and environment adaptation and resilience training. Local media reported this new group is set to undergo a procedural training for three months before serving in primary and secondary schools and various communities, alongside district and town officers, to build climate resilient communities. Since 1967, the Peace Corps has sent more than 1770 volunteers to serve in Tonga.
Independent Singapore
10-06-2025
- Business
- Independent Singapore
‘Job portals are dead' — Retrenched Singaporean shares his "Actually Applicable" job hunting tips for others in the same boat
SINGAPORE: A Singaporean retrenched earlier this year took to Reddit's r/askSingapore to share job-hunting tips and seek advice from others in the same boat. He kicked off the thread by outlining what hasn't been working for him: mass applying through job portals. With the overwhelming number of applicants for each listing, he found himself getting little to no response and believes this approach no longer gives job seekers a fair shot. 'I think just applying via the job portals and hoping for the best is not viable anymore. This goes the same for any roles posted on LinkedIn,' he wrote. He then suggested a more refined strategy: to start with, going directly to the company career pages. While this method may be more time-consuming, he noted that it allows candidates to bypass the noise of crowded job portals and uncover opportunities that are less visible to the general public. He also encouraged job seekers to explore beyond the usual big-name firms, suggesting that smaller or lesser-known employers may attract fewer applicants and therefore offer a better chance of gaining visibility. Another important point he raised was the need to tailor each application. He shared, 'Every resume and cover letter of mine is tailored to the role and JD specifically. Resume must be ATS-friendly without a doubt.' Finally, he shared what's been most effective so far: tapping into personal networks. In his experience, referrals from friends or former colleagues have led to more opportunities than sending out cold applications. Reaching out to hiring managers or team members on LinkedIn has also resulted in more productive and engaging responses. Hoping to get insights from others, he posed several thoughtful questions to hiring managers, recruiters, recent hires, and fellow job seekers towards the end of his post: 'To hiring managers/recruiters/HRBPs of Reddit — any advice on what a candidate could do to stand out to you or get you to vouch for them? If they reached out to you on LinkedIn, what is something they should definitely say that will get you to consider them seriously? Any other ways to game referral/ATS systems? 'To recent employees — congrats, and any tips you felt were most helpful for you to get you through the door? To other job seekers — anything you found particularly helpful? Have you considered looking at other countries instead? I'm considering going to career fairs to actually meet humans and have a chance to speak to them.' 'Just keep applying and don't wait until the market turns good…' In the comments, one Singaporean Redditor said, 'Best advice is to ensure you are still in contact with people in the industry. You will be surprised how many of them are willing to help you. It is easier to get a job via internal referral.' Another shared a practical resume tip: 'The top section of your resume should summarize your experience, skills, and strengths. This section should be able to tell recruiters who you are, including the busy or lazy recruiters who only spend about 15 seconds on each resume. Also, I only apply to roles for which I meet at least 80% of the requirements. In an employer's market now, there's no point applying if you only meet half the requirements; there will be someone else more fitting who also applied, and the company will choose that person.' A third advised job seekers to stay calm and confident during interviews, saying, 'Treat interviews like a conversation between you and your friend. Do not be too nervous or desperate during the interview; the interviewer can tell and either skip you or try to lowball you. I have interviewed candidates before, and yes, I can tell who is desperate for a job and who is chill.' See also DBS Bank's Neal Cross steps down A fourth added, 'Tip from me – in my 20 years of working, I only heard once where sentiment is that the market is good. That was slightly after COVID, and it's only for a short while. So, the job market is always bad. Just keep applying and don't wait until the market turns good.' In other news, a 25-year-old accountant is thinking about leaving her job after just one year due to ongoing issues with her supervisor. Posting on r/askSingapore, she shared that although the job itself isn't terrible and comes with generous benefits like 20 days of annual leave, the daily interactions with her only direct supervisor have taken a toll on her mental well-being. 'My only and direct supervisor has been really hard to work with,' she wrote. 'An example being how she loves to accuse that it MUST be me messing up the printer settings when I don't receive it in my mail.' Read more: 'Just seeing her gives me cold sweat' — Accountant wants to quit her job after just one year because her supervisor blames her for everything that goes wrong Featured image by freepik (for illustration purposes only)
