Employee referrals are a valuable source of talent for any organization, but they also require careful screening and evaluation to ensure a good fit. How do you communicate the results of your employee referral screening process to the candidates? Here are some tips to help you share feedback effectively and respectfully.
Sharing employee referral screening results with candidates is not only a courtesy, but also a way to maintain a positive employer brand and relationship with your current employees. By giving clear and timely feedback, you show respect for the candidates' time and interest, and you also demonstrate your professionalism and transparency. Additionally, you avoid leaving your employees in the dark about the status of their referrals, which can affect their motivation and engagement.
When employees refer candidates, they invest their professional reputation in the process. Providing feedback to candidates keeps referrers informed, demonstrating that their efforts are acknowledged and appreciated. This, in turn, enhances employee engagement and motivation to participate in future referrals.
We share an ecard and flyer on a quarterly basis showcasing our top referring employee and how they can receive bonuses by referring candidates as well. This brings up the employee morale and entices them to refer candidates as well.
The content and tone of your feedback will depend on the outcome of your screening process, but there are some general guidelines to follow. First, always thank the candidates for applying and mention their referral source. Second, be honest and specific about the reasons for your decision, whether it is positive or negative. Third, avoid vague or generic statements that can be interpreted differently or cause confusion. Fourth, provide constructive suggestions or next steps if applicable, such as areas for improvement, interview tips, or alternative opportunities.
The method and timing of your feedback will also vary depending on the stage and nature of your screening process, but there are some best practices to consider. First, choose the most appropriate channel for your communication, such as email, phone, or video call. Second, aim to deliver your feedback as soon as possible after the screening, ideally within a week or less. Third, be respectful and empathetic in your tone and language, especially if you are rejecting a candidate. Fourth, invite questions or feedback from the candidates if you want to keep the conversation open or learn from their experience.
Sometimes, sharing employee referral screening results with candidates can be challenging or awkward, especially if you have to reject a candidate who is a friend or family member of your employee, or if you have to deal with a candidate who is unhappy or unprofessional. In these cases, you need to handle the situation with extra care and tact. First, inform your employee about your decision before you contact the candidate, and explain your rationale clearly and respectfully. Second, avoid disclosing any confidential or personal information about the candidate or the process to your employee or anyone else. Third, be firm and polite in your communication with the candidate, and do not engage in arguments or debates. Fourth, follow up with your employee after you share the results with the candidate, and thank them for their referral and support.
Without feedback, candidates may be left wondering about the status of their application. Timely communication eliminates uncertainty, reducing anxiety and providing closure for candidates.
Sharing employee referral screening results with candidates is not a one-time activity, but a continuous process that can be measured and improved. Here are some ways to evaluate and enhance your feedback process. First, track and analyze key metrics, such as response time, feedback quality, candidate satisfaction, and referral conversion rate. Second, solicit and act on feedback from both candidates and employees, and identify areas for improvement or innovation. Third, update and standardize your feedback templates and guidelines, and train your recruiters and hiring managers on how to use them effectively. Fourth, recognize and reward your employees for their referrals and feedback, and celebrate your successes.
Sharing employee referral screening results with candidates is not only a way to close the loop, but also a way to build and maintain a strong talent pipeline for future hiring. Here are some ways to leverage your feedback for future referrals. First, encourage and remind your candidates to update their profiles and resumes, and to keep in touch with you or your employee. Second, ask your candidates to refer other qualified candidates to your organization, and offer incentives or recognition for successful referrals. Third, showcase your candidates' achievements and testimonials on your website, social media, or newsletter, and highlight your employee referral program. Fourth, nurture and engage your candidates with relevant and personalized content, such as industry news, career tips, or events.
Easier said than done?? Would you believe that over 80% of employees rate the employee referrals better than all others sources of hiring? While it takes lower time, lesser cost to hire, and higher retention/ productivity/better culture, most companies HAVE NOT made it a successful part of their talent acquisition process?? Setting up and managing successful program requires a strategic approach& devotion from a lot of stakeholders 1) Since most employees bring their friends/ acquaintances,it is essential to be communicating, without ambiguity , honest, open and transparent feedback 2) Need to define how the process is & when the payouts are entitled! 3) Visibility to jobs & ease of sharing 4)Gamify to keep all engaged and motivates
Ultimately, sharing screening results with candidates is a courtesy that goes beyond the immediate recruitment process. It contributes to the overall positive image of the organization, respects candidates' efforts, and strengthens the relationship between the company and its potential future employees.