An Employee Referral program agreat way to efficiently recruit new staff. Especially when recommended by a current employee, a new associate may be better acquainted with your corporate culture and could potentially be a much better match for your organization than a blind applicant. An internal recruiting campaign has the potential to be more cost-effective than an external recruiting campaign, since the referred candidate is often hired.
If done well, it can eliminate costly “outside” recruitment efforts in the search for new talent.
There are a few things to keep in mind when incorporating an Employee Referral program:
- Consider making the Employee Referral Program open to ALL staff.
- Assure the current staff as well as new hires be made aware of the Employee Referral Program.
- Include an outline as well as details of the program in HR materials.
- Provide the outline and details on the Employee Referral Program to all current and new employees.
- Internal advertising for vacancies should be shared thoughout the company.
- Reward the referring employee with a monetary incentive. This incentive should be defined and stated in the program outline.
- Consider whether to set a limit on the number of referrals that an employee may make over the course of a year.
However you structure the program, be consistent. Utilize the same qualification criteria for ALL applicants, no exceptions.
For more comprehensive guidance on all things HR, contact HR Knowledge, Inc. at Sales@hrknowledge.com or call at 508-339-1300.
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