Don’t Miss Out on the Best Hiring Source: Referrals
One of the most efficient, effective, and least costly ways to attract candidates for job openings is through employee referrals. It’s also a surefire way to get your employees excited about recruiting. However, a referral system is not something that you can rely on if it is poorly organized. Here are a few tips on making the most of employee referrals.
1. Focus Your Program
Focus your referral recruitment efforts on hard to fill positions and on the “right” employees. Generally, your top performing employees will make the best referrals sources. Solicit referrals from these employees. Also focus on the “right” positions. This includes mission critical jobs, positions that generate revenue, hard to fill and senior-level positions, jobs where innovation is required, and jobs that have historically had successful referral rates.
2. Don’t Make Your Employees Jump Through Hoops
Don’t forget the KISS principle (Keep it Simple, Stupid) and make it as easy as possible for your employees to make referrals. A complex process will yield no referrals. You should have a straightforward process with clear expectations. Educate your employees and provide templates, referral cards, elevator pitches and provide an easy way for them to see the status of their referral. Consider a tool or mobile app where employees can submit their referral, track the status, and see the date they will get their bonus.
3. Don’t Put Too Much Emphasis on Rewards
Be careful about placing a lot of importance on cash incentives or any rewards, since you want your employees to focus on making the company better. In fact, most employees don’t make referrals for the money; most refer for the good of the team and because they want to work alongside the best coworkers. Emphasize this in your program marketing along with the fact that it’s every employee’s duty to be a recruiter for the company.
4. Educate Your Employees
Many employees simply don’t know where to look for candidates and how to build relationships with them. Share information from your most successful referrers. Further, make sure employees are clear on their company’s mission, vision and values. If they don’t know these things how can they advocate for you? Finally, ensure your employees are aware of the positions for which you are recruiting, and the skills and experience that are important. It may be helpful to create a candidate profile that includes technical and soft skills so employees know exactly who you are looking for.
Employee referrals can be tricky because there are many moving parts, which is why it is crucial to keep the entire process as simple as possible. Keep your recruiting costs down, avoid logistical headaches, and you should be pleased with the results.