An employee referral program is a great source of fresh new talent for your business. A 2017 study found that more than 30% of new hires came from employee referrals. Many companies have established programs that reward employees who make a referral leading to a successful hire.
最好的推荐计划可以让员工成为公司的大使。它们是公司招聘和管理的延伸人才资源functions, making it easier for their organizations who hire the best people.
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.
If your employee referral program isn’t producing the desired results, you might need to take some steps to optimize it. Here are five things you could do to transform your program into one that attracts top talent and rewards the people who bring that talent into your organization.
1. Educate your employees
Employees also need to understand how to determine whether a referral is a good fit. You should provide training on how to interpret job descriptions, analyze a resume, and decide whether a person will thrive in the company culture.
As you hire for more roles, you’ll need a simple way to keep track of applications. Insisting on manual tracking methods could result in promising prospects falling through the cracks.
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 integration.Your referral automation platform should be able to move referrals into the hiring funnel quickly and easily.
- Hiring funnel visibility.你的员工会想知道他们的推荐信在招聘漏斗中的位置。您选择的解决方案应该提供这种可见性。不过，也要确保尊重候选人的隐私。
- Ease of use.Your solution should have a simple and intuitive user interface that your employees can easily learn how to use.
3.Encourage the use of social networks for talent sourcing
One studyshowed 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 is a fantastic recruiting tool, especially thanks to its useful integrations with applicant tracking systems and the EasyApply function. Facebook Jobs is another platform that more and more job seekers are using:
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. Set up an incentive structure that rewards quality, not quantity
Most employee referral programs offer rewards to employees who submit a referral that leads to a successful hire.现金奖励这是最常见的，但许多公司也提供奖励，如礼品卡和额外的休息时间。
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.
However, your referral program must reward quality over quantity. If you offer incentives based purely on the number of referrals an employee makes, some will take advantage of the system and begin to submit candidates without any regard for the referral’s qualifications or suitability. The last thing you want is for your HR team to end up sorting through a pile of irrelevant CVs to weed out those who are not qualified for the position.
By 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.
Your employee referral program might not run perfectly as soon as you launch it. Determine how much time you want to invest in setting up the program. Use适当的调度软件为计时，并跟踪您的努力成果。你的员工、招聘和人力资源团队可能会有一个学习曲线。不过，坚持下去——回报是值得的。
You’ll need to make adjustments to your program as needs and circumstances change. Here are some of the times when you’ll need to revisit your program and make changes:
- Changes in the nature of the open roles.Your hiring needs may change as your business needs do. The referral structure could change accordingly to reflect the demands and pay-grade of the open positions.
- 操作预算: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.
- 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.
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.
However, it is worth putting in the effort to optimize your employee referral program as the potential return on investment is high. Employee referrals often lead to highly qualified candidates who stay in your organization longer and grow into leadership positions. Your employees’ knowledge of your corporate culture and the required skills to excel at your company are great assets to build a referral program that makes the most of them.
Wherever you are in your referral program journey, we hope that these steps will help you transform your program into an integral part of your people management and recruitment process.
Here’s to making your next great hire!