Basics of Employee Recommendations
Basics of employee referral programs are:
1. Advantages and strengths
Referrals are faster, better fit into the organization, smoother, more loyal, and more engaged.
The chances that they themselves become referrals are high. The cost savings potential is great and the application process much easier and faster.
2. Priorities and selection
Employee Referral Programs should be targeted and are particularly suited to hard-to-fill positions. Also expert and key positions or special demands on talents and skills are suitable.
For quick and easy to fill vacancies, there should be no referral programs.
3. Support and assistance
Mitarbeiter sollten Support erhalten – z.B. durch folgende Aktivitäten:
- "How-to-be-a-Power-Recommender" -training in workshops,
- the use of social media and appropriate tools,
- a flyer that explains everything you need, such as the bonus model and employer appeal
- Exchange of experience among recommenders
Incentives for referral programs
In order for an employee referral program to be implemented, there must also be various incentives:
1. premium models
Premium models have a significant impact on the candidate quality and the quantity of recommended ones.
Season bonuses tied to employee benefits are the most effective. Intangible incentives as an adjunct and the ability to select value premiums have proven to be best.
2. information and communication
Above all, it is important: job advertisements with exact requirement profiles and an overview of which vacancies exist and when recommendations from whom are particularly welcome.
Employee recommendations should be constantly discussed and communicated, for example in blogs, eMailNewsletters and employee magazines and achievements are celebrated.
3. Participants and target groups
Define the target groups, functions and positions of the program participants so that they receive good quality and appropriate recommendations, which has an influence on the quality or qualification of recommended employees.
Dedicated, qualified, performance-conscious and loyal employees are usually the best referrals.
But also on the practical implementation, the return of investment is important. In particular, the following should be noted:
1. Success control and key figures
Success control and key figures also include the following questions:
- What is the recruitment quota for employee referrals?
- How much is a new employee?
- What is the duration and fluctuation rate compared to other instruments?
- Are there gender, cultural, regional or national differences?
- Who or which jobs and departments are most recommended?
2. Instruments and automation
The easier and more efficient referral programs are, the more successful they are.
There are quite powerful tools like the XING recommendation manager, Facebook tools or Eqipia, Firstbird and Talentry, which automate the search, digitize the two-way process and make it easier for everyone involved.
3. Employer branding and career website
For recommending and recommending, concrete, authentic and comprehensive information about the company as an employer is an important one success.
Good aids for sharing in social networks are eg
- A convincing social media presence,
- an informative career website,
- Posts in the company blog,
- Insight into employer review portals
- and a flyer for all recommenders
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