10 Signs Your Employee Referral Program Is Broken

历年文章· 2015-04-09· 0 浏览

想想，还有什么比员工推荐计划更有利于公司人员招聘的呢，可是，当计划出现漏洞时，势必会影响人员招聘计划。出现问题没关系，重要的是找出问题所在--也就是为何员工推荐的计划会失败--并解决他们，索性出现问题的征兆还是有的，文中给出了10个此类信号，例如，你对员工推荐的求职者和其他求职者一视同仁，你的人力资源部门就是一个黑洞，你自己毫无策略......这些都表明，你该好好自习检查一下你的员工推荐计划并做相应修改了。所谓亡羊补牢为时不晚，发现问题并及时解决才是王道。

Employee referrals are the 1 source of quality candidates for the most successful global organizations, resulting in faster hires, improved employee retention levels and higher profitability. A broken employee referral program will fail to deliver the results your business needs, but how do you identify the root cause? Here are ten giveaway signs that your referral program needs an immediate overhaul. 1. You treat your referrals like every other applicant . Employers are three to four times more likely to hire a referred candidate than one sourced through other channels. To put it another way, one in three referred candidates results in a hire. Pay special attention to them! Tag referrals in your applicant tracking system to enable a fast track through your hiring process. 2. Your HR department is a black hole. Employee referrals that disappear into the black hole of HR result in lost credibility with your employees AND your referral. Slow responses also suggest your organization isn t serious about attracting or hiring the best talent which impacts your employer brand. Dedicate the resources necessary to respond in a timely manner. 3. You have no strategy. Perfecting your employee referral program requires application, effort and strategic planning. Relying on periodic e-mails to employees casually inquiring about who they know won t produce results. Employees aren t mind-readers. Create a compelling story to help employees promote your brand across their networks with integrated social referral sharing and targeted distribution. 4. You apply too many rules. Don t make it complicated or time consuming. Submitting an employee referral must be a straightforward process. Set clear expectations at the outset so all parties know exactly what to expect and when then stick to it. Provide tracking and notification of progress at key milestones to your employees and most of all, have some fun! 5. Your employees have to wait for their referral bonus. Paying bonuses for successful referrals three months or in some cases six months after a candidate starts work is bad practice. Make timely payments to encourage a consistent stream of referrals. If you re worried about hiring the wrong people, fix your selection process and don t hold your employees hostage by bad HR practices. 6. You focus too much on $$$. Identifying reward as the most important element of your referral program prioritizes quantity of referral over quality. It s not all about cash incentives. For qualified candidates that didn t make the grade a personalized thank you or recognition from the hiring manager to the referrer is sufficient. Create a referral culture that expects quality, recognizes and celebrates your top referrers. 7. You only accept referrals when you re in hiring mode. Always be prepared to accept a referral regardless of whether you have a vacancy. It keeps your employees on constant alert for talent and if you pass on the opportunity to meet with a high achiever you can be sure your competitors won t. 8. You don t provide feedback. Employees won t always get it right without guidance. Provide feedback on the strengths and weaknesses of referrals. Help your employees to help you by pre-qualifying your requirements for a better candidate match. Communicate your current hiring needs and reinforce your goals for more targeted referrals. 9. Your leaders aren t driving the message. Referral programs shouldn t be seen as a human resources initiative. They are a business growth initiative with sponsorship and support from executives and leaders throughout the company. The executive sponsor shouldn t be your SVP of HR. Doh! 10. You don t have social referral capabilities. Your employees are busy, they shouldn t be expected to constantly check the intranet to see what jobs are open. Your applicant tracking system should automatically match your open jobs with the professional networks of your employees and inform them who they know, followed by a mobile enabled 1-click refer and apply process with all of the tracking built in. Like any program, you ll get out of it what you put into it. If you re comfortable with mediocre results, shut down your browser window. If you want to increase your employee referral program results share this with a colleague and pick 3 from the list to start with or continue the conversation below by sharing other ideas you ve seen that have limited referrals. 来源： https://www.smartrecruiters.com/blog/10-signs-your-employee-referral-program-is-broken/ 管理新知您可能感兴趣的文章 Should we Distribute HR Into the Business? 2013-03-12 HR 人力资源管理的风险在哪里？

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