员工推荐计划

员工推荐计划是您业务新的新人的伟大来源。2017年研究发现,超过30%的新员工来自员工推荐。许多公司建立了奖励推荐的员工导致成功租赁的员工。
最佳转介计划可以将员工转化为其公司的大使。他们作为他们公司招募的延伸和人才采购函数,使其组织更容易雇用最佳人士。
However, a referral program can be run badly. At worst, a badly run employee referral program can waste the time and energy of recruiters, hiring managers, employees, and applicants.
如果您的员工推荐计划没有产生所需的结果,您可能需要采取一些步骤来优化它。以下是您可以做的五件事,以将您的计划转换为吸引顶级人才,并奖励将该人才带入组织的人。

1.教育员工

在启动员工推荐计划之前,您需要教育员工了解它。在计划开始之前,您组织中的每个人都应该了解如何提交候选人并确定某人是否值得参考。
创建一个简单而简化的推荐过程,并为整个团队运行一些培训。当您的招聘流程正在进行转型时,应保持您的员工更新。在未来,包括新雇用船上程序中的推荐过程。这使您可以在各级嵌入该计划的知识,并充分利用新的雇用热情和积极的能量。
员工还需要了解如何确定推荐是否适合。您应该提供有关如何解释职位描述的培训,分析简历,并决定一个人是否会在公司文化中茁壮成长。
Provide training在所有级别的员工转诊计划上。较新的员工和那些与组织长期以来一直和组织的人都有东西可以带到桌子上。但只是因为有人为你工作了多年,不要以为他们明白是什么让人兴趣。同样,不要假设较新的员工无法提高伟大的推荐。

2.选择合适的软件

当您雇用更多角色时,您需要一种简单的方法来跟踪应用程序。坚持在手动跟踪方法中可能导致前景落下裂缝。
Automating the referral process will ensure that every application is seen and given a fair chance. It also means your employees will be more inclined to keep submitting suitable referrals. You can automate every step of the process, from referral to hiring and giving your employee their referral bonus.
Examples of suitable software include Smart Recruiters, Taleo, and Brassring. Your employee referral program software should meet these three criteria:

  • ats集成。您的推荐自动化平台应该能够快速轻松地将转介到招聘漏斗中。
  • 招聘漏斗能见度。您的员工希望看到他们的推荐在招聘漏斗中。您选择的解决方案应该提供这种可视性。但是,确保您尊重候选人的隐私。
  • 使用方便。Your solution should have a simple and intuitive user interface that your employees can easily learn how to use.

为推荐计划选择合适的软件解决方案对于确保您的员工能够快速轻松地提交和跟踪转介的至关重要。如果你让他们做到这一点,他们更有可能派来的推荐方式。

3.鼓励使用社交网络进行人才采购

一项研究showed that 78% of recruiters say they found their best candidates through referrals. However, social and professional networks are not far behind. 56% of recruiters said that they had also found great candidates on LinkedIn.
LinkedIn是一个奇妙的招聘工具,特别是由于其与申请人跟踪系统的有用集成以及EasyApply功能。Facebook作业是另一个越来越多的求职者使用的平台:
Many referral platforms have Facebook integration built-in. If you implement social media into your employee referral tool program, you’ll be able to expand your reach beyond your workers’ immediate friends and family networks. For example, your employees could share job descriptions within their industry, alumni, and interest groups, allowing them to cast a wider net to help you bring in great candidates.

4.设置奖励质量的激励结构,而不是数量

大多数员工转诊计划向提交推荐的员工提供奖励,导致成功租赁。现金奖励是最常见的,但许多公司还提供礼品卡等奖励和额外的休假。
Offering desirable rewards has the obvious effect of increasing the number of referrals coming into the company. As a result, hiring managers can find qualified candidates more quickly and efficiently.
但是,您的推荐计划必须奖励质量超过数量。如果您提供纯粹基于员工的奖励,则有些人将利用该系统并开始提交候选人,而不考虑转介资格或适用性。您想要的最后一件事是为您的人力资源团队结束,最终通过一堆无关的CVS排序,以杂草杂草不合格的职位。
经过rewarding employees whose referred candidates are hired, you encourage them to make quality referrals. If you wish, you could also reward those whose referrals are not ultimately hired but make it to the final round of interviews.

5.衡量并对您的计划进行调整

您的员工推荐计划可能不会在启动时完全运行。确定您想要投资的时间有多少时间设置计划。用适当的调度软件进行计时,并跟踪您的努力结果。您的员工和您的招聘和人力资源团队可能会有一个学习曲线。尽管如此 - 奖励是值得的。
您需要调整您的计划,因为需求和情况发生变化。以下是您需要重新审视您的程序并进行更改时的一些时间:

  • 开放角色的性质的变化。随着您的业务需求,您的招聘需求可能会发生变化。转诊结构可以相应地改变,以反映开放职位的需求和支付等级。
  • 经营预算:If you have to make budget cuts due to financial losses, you might need to cut back on the amount you offer in incentives (or tighten the rules around receiving them). On the other hand, if you have a great year and profits are booming, you could increase incentives to boost employee morale.
  • 员工知识水平:您的员工可能知道有推荐计划,但不是如何使用它或准确地使用它。进行一些过程分析将有助于您识别知识差距,并确保您的员工允许使用该计划。
  • 工作环境:If you’ve moved to remote working in the last few months, your hiring needs and recruitment process have probably also changed. Shifting to a cloud-based solution can ensure that the referral program keeps running smoothly whether or not your team is physically in the office.

The key to a good employee referral program is continuous improvement. Listening to employee and candidate feedback and performing predictive analytics on recruitment funnel data will allow you to make adjustments and build a program that yields high-quality candidates.

结论

An employee referral program that focuses on skills matching and culture fit takes time and resources to build. Optimizing the program is also a continuous process that requires patience, trial and error, and ongoing investment. You’ll need to train your employees, ensure you have the right tools and software in place, and consistently monitor the program to make sure it is still working as intended.
但是,由于潜在的投资回报率高,值得优化员工推荐计划。员工推荐往往导致高度合格的候选人,他们留在组织中的时间更长,并成长为领导地位。您的员工对您的企业文化和所需技能的知识,贵公司的优先技能是建立最大的推荐计划的伟大资产。
无论您在推荐计划之旅中,我们都希望这些步骤能够帮助您将您的计划转换为您的人民管理和招聘流程的组成部分。
Here’s to making your next great hire!

拍摄者第三员pexels.