Employee Referrals-Improved Quality, Match and Reduced Cost of Hire

Today Organizations have been looking at targeted Employee Referral programs as effective low-cost/high-quality candidate source. Read an recent article Accenture’s employee referral program which began its pilot in The Netherlands attributed to 33%.It has grown it from 14 % with cohesive social networking and referral program. 

According to the research by Career Builder about 35% of Organization uses Social Media to promote their organization’s culture, company news, and open job positions through their employee networks. Social recruitment strategy helps maximize your company’s employee referral program potential to support referrals and increase employee engagement / involvement.

ER Strategy for boosting it as the key source of hire:

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  Turning Employees into Effective Talent Ambassadors. Developing Programs within the business units and engaging them on Branding/Employee Advocacy/ Referral Campaigns.

1. Excited Team=Many referrals
2. Setting Goals of Participation-% within Org.
3. Contests, Events are great ways to generate visibility and interaction.
4. Acknowledgements to team and celebrations helps create a movement

• Engaging Leadership. Our leaders play an important role in setting the tone for referrals. Attending team meetings, town halls and highlight successes creates the right vibes
• Dedicated Employee Referral page on the organization’s website help reduce the time spent logging on a third party tools.
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  Leveraging Employee’s Professional Networks

  eg LinkedIn- LinkedIn with 31 million users in India has the largest base of employees within organization.  We have often faced challenge in Niche Skill fulfillment and Senior hires .Using LinkedIn Talent pipeline projects to build Employees Social Networks can help in quality and quicker inflow.
• Healthy Competition among the Business units for a targeted % of ER brings in the focused effort and equal participation from all.

• Faster Paper Processing, Communication and Administration- To reduce the cycle time creating a team focused on the quick processing, 24*7 query handling, feedback, response time within 72 hours. Allowing referred candidates to choose the time and date of their interview, and/or online assessments add attraction. These flexible options are enticing to candidates, as everyone is interested in saving time. Few organisations have implemented an engagement team for 24*7 ER query handling and reducing response time.These teams have view of the all the positions open.
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• Request referrals from new employees right away. Implementing this as a step in your on boarding process generate a constant flow of talent right from day one.