Build a Strong Workforce with Employee Referrals

Talent attraction is the key to organizational growth. Companies are constantly trying to attract and retain good talent. They are always looking for creative, innovative and reliable ways to do this. 

Employee referral programs are a very effective method for an organization to recruit good quality talent. Using this method, through word of mouth, tapping into employee networks, companies are able to hire talented professionals. The hiring process is fast and the candidates recruited this way often stay on for longer durations. 

Why employee referrals are better

Existing employees are usually a company’s best spokespeople. When they refer candidates they have already talked about the company’s culture, its people practices, the role and benefits and the career growth prospects to the prospective employee. Resultantly, the company need not hard sell itself. 

Employee referral programs offer important benefits for companies. 

• Better recruitment quality: Usually employees refer people from within their network of family and friends. They therefore bring people who they feel will be a good fit for the company and the role. In doing this, they also have the best interests of the potential employee in mind. So it is a win-win situation for both parties. Importantly, a recruit who is a good fit helps build and protect an organization’s culture. This is a huge, often intangible, benefit.
• Quick hiring: A referred hire is recruited and onboarded faster. This is has been the experience for most companies. When employees pitch the company’s culture and HR processes to a prospect, they have already laid the ground for candidate to actively consider the company. This saves everyone a lot of time. 
• Better retention: When employees become recruitment referral champions they ensure that the people they refer are onboarded smoothly too. They support new employees to understand the work processes and the culture better. This enhances the employee experience for newcomers. And therefore there is a higher rate of retention. 
• Cost-effective recruiting: When you recruit through employee referrals you don’t have to pay a third party like a recruitment consultant. Even if you paid out an incentive to employees for successful referrals, this cost will be much lower than what you would have paid a consultant. Also, when a position or role is kept open, there are hidden costs that companies incur. Through being able to recruit quickly through employee referrals, these hidden costs can be kept minimum.

Designing and launching an employee referral program

Most companies prefer to run a formal employee referral program. This works better than informal employee referral efforts. Simply because there is greater structure and transparency to the entire approach. 

Setting up the employee referral program involves a few steps:

• Define guidelines and incentives transparently: Draw up a set of processes and educate employees on how they may go about referring candidates to the company. Keep these processes simple and easy to follow. Tell employees how they can earn an incentive with each referral. Again the process of claiming the incentive must be non-bureaucratic. 
• Tech-enable the process: Make the entire referral process hustle-free. Tech-enable it. This way, employees will be sure that their contributions will be recognized and rewarded. They will then trust the process.
• Market the program aggressively: Ensure that everyone in the company knows of this program. Market it internally through providing regular updates on employees who have successfully referred other employees.  Use the intranet, social media, company newsletter and all-hands meets for this purpose.

Track the program’s efficiency

Any program’s progress must be assessed continuously. Only then can you tweak it to improve its efficiency. For an employee referral program to work well, you need to know:

• Whether the program is delivering results. So, measure the strike rate. How many employees referred candidates? Of these candidates, how many were actually hired?
• What is the time taken to hire? Compare the time taken for hiring and onboarding through this referral program with other recruitment channels. Are there clear, tangible, benefits being seen with the employee referral program?
• How many employees are really participating in this program? Understanding this metric will help you know if the program has been accepted internally and if it is indeed popular. 

Watch out for a couple of culture traps

While employee referral programs deliver huge benefits, they also come with some challenges. 

One of them involves impacting the organization’s diversity negatively. This happens because employees often refer people like themselves – from their families, schools, previous workplaces and social communities. They believe that because they like the organization they are working for, their referrals will like it too. This is sound logic. But when too much of this happens, which is, when too many people bring too many others like them, the organization’s culture becomes less diverse. Therefore recruitment teams must be watchful to ensure that too many people with similar outlooks, skills and attitudes do not get recruited in the same function of department.

The other challenge is that when a referred candidate is not hired, and when the organization does not handle the rejection with empathy, the potential candidate can be feel hurt. Their experience and their views can then affect the organization’s reputation. This may even impact the motivation levels of the employee who referred the candidate in the first place. So, recruitment teams must take care to be transparent and must always communicate the recruitment decision with warmth and care. 

Conclusion

A well-designed and well-run employee referral program is an organization’s strategic asset. Leveraging it for growth is entirely in the hands of the recruiting team.

People also ask:

1. What is the purpose of employee referral?

Employee referral program helps you quickly connect with your employees’ professional network. Within a short span of time, you get to reach to a huge talent pool. And this becomes the primary reason for other benefits of employee referral programs. 

2. What is a successful referral process?

A successful referral process should keep the referred candidates and the employee who referred the candidates up-to-date on where the candidates are in the hiring process. The candidate and the employee should be notified within the first week of receiving the referral, and then ongoing as needed throughout the process.

3. What are referral strategies?

An employee referral program is an organized and structured program that employers use to ask existing employees to recommend candidates for open positions. Unlike sourcing, employee referral is an internal method used to find and hire the best talent from employees’ existing networks.