Some Secrets Of Employee Referrals Which You Might Not Know

Employee referral programs are generally launched with the presumption that employees scan their connections to refer relevant candidates for the job opening and get rewarded if their referrals are successfully hired. The recruiters are expected to step into the referral process only once a candidate has been referred by an employee. He or she is not expected to play any role in the referral process except to administer the recruitment process. This is the big secret for success of employee referral programs, one which a lot of us are unaware of. Have you ever wondered why your referral program is not doing as well as some others even though you have good employee participation in the program?
The secret lies in the heavy lifting that recruiters are expected to do in the referral program in these organizations.

In organizations with highly successful employee referral programs, the talent acquisition team is infact required to source and direct employee networks. This could mean connecting to your employees on LinkedIn and then mapping employee networks. Graphing employee networks and then approaching employees to facilitate the conversation is a proactive approach to referrals that is behind the success of the referral program in quite a few organizations. Once you have graphed out the employee network, you can then bring it to the employee’s attention and work with him or her on next steps to take the referral forward. This would mean checking with the employee their degree of acquaintance with the connection, and whether they would recommend them as good potential employees. Employees can then be asked to choose their preferred method of introduction, whether they would prefer the recruiter to send the candidate a LinkedIn request with his reference or they would prefer to get in touch with the candidate to introduce the recruiter.

The advantage of adopting the proactive route to referrals is that firstly recruiters are more adept at linking connections and identifying promising candidates than employees who might be too occupied with other work to do a thorough scanning of their network. Quite often they simply choose to refer whoever approaches them for reference for a job opening. Secondly, it saves employees a lot of time and effort since most of the work is already done by the talent acquisition team and makes them more willing to approach the connections mapped out for possible referral.

Giving employees the option to just introduce the referral and still earn rewards can be a win-win situation for all concerned. The employee is happy since he does not have do much beyond facilitate the introduction and still earn a reward and the organization benefits by getting access to a network of potential employees. Now that you know the secret behind the success of referral program, start getting your talent acquisition team to make focused efforts with the referral process.

Do You Have A Social Media Policy In Place?

Social media has become ubiquitous; it has invaded our homes and offices, so much so that you might come to know more about a person through his social media presence than by meeting him personally. For organizations, the existence of social media has become a double edged sword which can work either ways. Even if an organization chooses not to be a part of social media, it simply is not possible because employees by being a part of the social media world invariably end up bringing the organization into the social media universe. The sheer number of people posting, sharing, commenting, liking or simply tweeting about anything means that there is a high likelihood of some employee inadvertently, or sometimes, even knowingly posting work related content of an offensive or confidential nature.

The impact on the organizational brand value of an employee’s abuse of social media usage can be potentially devastating which is why a social media policy has become a must for all organizations, big or small. Whether you wish to or not, your employees are already creating a social media profile of your organization by referring to it in their postings or comments.

A social media policy, even if it is a one page document can go a long way in protecting the brand reputation of your organization in the social world. A policy laid out on paper takes the guesswork out of what work related content is acceptable to post on social platforms and what is not. Employees can no longer claim ignorance while posting content which could potentially be damaging to the company and its reputation. A good thumb rule to go by is whatever you would not like to see printed in newspapers about yourself should also be avoided on social platforms.

But social media is not only about restrictions and limiting behavior. A social media policy can also be used to educate employees on ways to proactively engage with others in the social space to create a positive brand image for the company. This is especially relevant in the case of employee referrals where employees can be taught the nuances of reaching out to their connections in the social space in a manner that helps the organization build positive interactions with them from a hiring standpoint. Employee postings can reflect a lot about the company’s culture and by encouraging employees to share photos and videos of events at office and other posts of positive nature, organizations can build an employer brand that can attract many from the social world to look for jobs within the organization.

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