We hear that enough that one would think these programs just aren’t worth it. But nothing could be further from the truth. In fact, it is cited as the number one external source of hire for the last eight years running by CareerXRoads. Not bad for something that many recruiters claim has no impact on their sourcing.
Here are a few things you might consider to improve the results of your program. Although by no means is this a complete list, if implemented you will begin to see results and reap the high ROI.
Continually Promote Your Referral Program
Expecting results without promotion is like assuming your bicycle will move without pedaling. Fortunately, in today’s digital world promotion is more affordable and easier to implement than ever before. Something as simple as periodic emails would be a great start.
Name Your Referral Program
A name gives your program exclusive identity and is a significant step in branding it. We would suggest taking this to the next level by creating a logo. This instant recognition is an essential part of getting employees into the “referral” mindset.
Target Your Hiring Needs
Sure, you might pay a reward to those who make successful referrals to most of your openings, but allocate extra promotion for specific needs. Maybe even augment the reward on a short-term basis for your most pressing and difficult to fill openings. That will create extra buzz and the same sense of urgency among the employees as your talent acquisition team is experiencing.
Make the Rewards Relevant
Let’s face it, you are not able to offer huge cash sums for every opening in the organization. In fact, we have had highly success employee referral programs that offer no cash or special reward. Retail businesses, for example, might offer an extra day off for each successful referral might be just what you need. Be creative. Don’t forget, many referrals are made because your employees are anxious to help a friend get a job. In today’s world that is valuable.
Recognition Is Key
“I made a referral and never heard a word.” That is all too common. And that phrase is usually followed by, “I’ll never waste my time with that again.” That’s why it is so important to recognize that you have received a candidate, give next steps, set the employee’s expectations for a reward with clear rules, and keep the employee in the loop about the candidate’s progress. Recognition of an employee’s effort is essential if you want them to be a repeat customer.
The companies surveyed by CareerXRoads make nearly 30% of their external hires from employee referrals. It’s definitely not a “set it and forget it” (as they say in the infomercial) program. But with a little work it will really pay off in your recruiting efforts. Let the Recruitmetn Marketing team at Success Communications Group partner with you to maximize your results.
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