Who Are The Most Referred In A Referral Program

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Who Are The Most Referred In A Referral Program

Posted On : Dec-31-2014 | seen (972) times | Article Word Count : 533 |

One of the biggest changes in recruiting talent has been brought about by the increasing adoption of employee referral programs wherein organizations shift their focus internally to encourage employees to refer people they know for hiring. The rapid growth of social media has only added to the efficacy of employee referral programs as both personal and professional connections get multiplied several fold over the net, making employee connections a rich goldmine of both active and passive candidates. Employee referrals can come from anywhere, from ex colleagues to friends and family members and even friends of friends. There may also be times when employees refer someone they do not know and these are the kind of referrals you should look to actively discourage unless an employee has taken the effort to conduct a proper screening of the candidate for fitment before referring.

Each referral group has its own pros and cons and most organizations ask employees to include information on the nature of acquaintance with the referred candidate. This serves 2 important purposes.

• It lets the recruiter know whether the employee actually knows the referred candidate

• It helps in analyzing which group of candidates forms the best referrals so as to encourage more referrals of a similar nature through increased employee referral incentives.

o An analysis of the most referred in a referral program will invariably throw up ex colleagues or people they have worked with in the past either at the current employer or at a past employer. They also form the best group of referrals as they are generally people with proven experience and desirable skill sets. Some organizations even increase the scope of the referral program to include ex employees to leverage their knowledge of the organization on the one hand and their connections on the other hand to get the best candidates for the job.

o The next group of referred candidates includes friends looking for a job change. The chances of a successful referral when it comes to friends are comparatively lesser as employees very often refer someone simply as a favor to his friend rather than based on job fitment. A thorough screening is recommended before considering application of a friend of an employee. However in case the friend makes for a good fitment, the organization benefits from a more congenial work atmosphere as well as better retention rates as employees tend to stick longer if relations with co workers go beyond only the professional.

o The last group of referrals includes family members and relatives of employees. Many organizations have a policy of not hiring family members, while some organizations actively encourage employees to refer their spouses for hiring. While the organization benefits from higher retention when both husband and wife work for the same company, there are times when personal and professional boundaries get blurred and employees might end up sharing confidential information.

Depending on the culture and hiring need of the organization, organizations can choose to proactively encourage or discourage referrals from any one particular group from employees through mails, incentives and contests.

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<h1>Who Are The Most Referred In A Referral Program</h1> Author: <a href='http://www.articleseen.com/profile_saviovadakkan.aspx'>saviovadakkan</a> One of the biggest changes in recruiting talent has been brought about by the increasing adoption of employee referral programs wherein organizations shift their focus internally to encourage employees to refer people they know for hiring. The rapid growth of social media has only added to the efficacy of employee referral programs as both personal and professional connections get multiplied several fold over the net, making employee connections a rich goldmine of both active and passive candidates. Employee referrals can come from anywhere, from ex colleagues to friends and family members and even friends of friends. There may also be times when employees refer someone they do not know and these are the kind of referrals you should look to actively discourage unless an employee has taken the effort to conduct a proper screening of the candidate for fitment before referring.

Each referral group has its own pros and cons and most organizations ask employees to include information on the nature of acquaintance with the referred candidate. This serves 2 important purposes.

•  It lets the recruiter know whether the employee actually knows the referred candidate

•  It helps in analyzing which group of candidates forms the best referrals so as to encourage more referrals of a similar nature through increased employee referral incentives.

o  An analysis of the most referred in a referral program will invariably throw up ex colleagues or people they have worked with in the past either at the current employer or at a past employer. They also form the best group of referrals as they are generally people with proven experience and desirable skill sets. Some organizations even increase the scope of the referral program to include ex employees to leverage their knowledge of the organization on the one hand and their connections on the other hand to get the best candidates for the job.

o  The next group of referred candidates includes friends looking for a job change. The chances of a successful referral when it comes to friends are comparatively lesser as employees very often refer someone simply as a favor to his friend rather than based on job fitment. A thorough screening is recommended before considering application of a friend of an employee. However in case the friend makes for a good fitment, the organization benefits from a more congenial work atmosphere as well as better retention rates as employees tend to stick longer if relations with co workers go beyond only the professional.

o  The last group of referrals includes family members and relatives of employees. Many organizations have a policy of not hiring family members, while some organizations actively encourage employees to refer their spouses for hiring. While the organization benefits from higher retention when both husband and wife work for the same company, there are times when personal and professional boundaries get blurred and employees might end up sharing confidential information.

Depending on the culture and hiring need of the organization, organizations can choose to proactively encourage or discourage referrals from any one particular group from employees through mails, incentives and contests. About the Author: Savio Vadakkan is the Marketing Professional at ZALP, a leading <a rel="nofollow" href="http://www.zalp.com/employee-referral-software">employee referral software</a>. ZALP enables organizations to boost their employee referral hires by implementing an <a rel="nofollow" href="http://www.zalp.com/">effective employee referral program</a>. Article Source: <a href='http://www.articleseen.com/Article_Who-Are-The-Most-Referred-In-A-Referral-Program_309829.aspx'> http://www.articleseen.com/Article_Who Are The Most Referred In A Referral Program_309829.aspx</a>

Article Source : http://www.articleseen.com/Article_Who Are The Most Referred In A Referral Program_309829.aspx

Author Resource :
Savio Vadakkan is the Marketing Professional at ZALP, a leading employee referral software. ZALP enables organizations to boost their employee referral hires by implementing an effective employee referral program.

Keywords : employee referrals solution, employee referral program, social media recruiting, employee referral,

Category : Computers : Software

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