Dollar for dollar, employee referral programs might be the most effective hiring method available. When your current employees do the legwork of finding talented candidates for you, you’ve basically got a free pipeline to the best talent. Despite the potential, however, few businesses get as much out of employee referrals as they should. Here’s what you can do to make your referral program more successful

1.      Define the goals of your employee referral program

When creating goals for your referral initiative, be careful not to emphasize quantity. If each of your current team is bringing dozens of names to your desk, you’ll waste resources tracking down dead-end leads. Instead, define what positions you are going to fill and make the requirements clear to your current staff. In this way, you will limit your potential candidates to the most promising of the batch.

2.      Offer compelling rewards for a successful hire

When planning an employee referral program, don’t force your team to participate out of the goodness of their hearts. Make it clear you value their input by offering incentives that are worth their time. Remember, in addition to the many extra benefits of hiring through referrals (such as smoother onboarding), you’ll likely save thousands of dollars by passing on traditional hiring methods. As such, you can afford to offer a large referral bonus and still come out ahead.

3.      Make it easy to participate

No matter how much you sweeten the pot, your staff is unlikely to participate in referral programs that are too complicated. Don’t ask your employees to fill out an entire biography of their potential workmate; just ask for enough basic information that you can contact the applicant and confirm their interest and eligibility.

4.      Rethink your company culture

If your referral program still isn’t bringing in many leads, it’s time to ask yourself a hard question: Why don’t your employees want to recommend your company to their friends? Experts agree that employees are unlikely to set a respected friend up for an unpleasant work experience, and many referral programs fail for this reason. If you want to fix your referral program, focus first on making your business the type of environment your team is proud to recommend.

5.      Keep your team involved after hiring

When hiring by referral, you benefit from having at least one friendly face your new employee recognizes. Take advantage of this dynamic by including the referrer in the onboarding process. By building teams out of people who already have a strong bond, you will create a more efficient training process.

Are you ready to reshape and refine your hiring process? At All Quality Labor, we believe that success always comes by thinking outside of the box. Our innovative hiring strategies will help you meet your company’s needs for part-time, temporary and permanent industrial staffing. To learn more about our services, contact us today.

Leave a Reply

  • (will not be published)