A sure shot modus operandi of ensuring the failure of your employee referral program is to make it look like just another initiative from the HR team rather than it being staple to the talent strategy of the company, driven plus led by the management.
An important pre-requisite for the success of an employee referral program is to secure commitment et al buy in from the leadership team. Leaders across levels should not only actively raise the employee referral program, but also communicate on a sustained basis regarding the benefits of the program. An important part of the messaging and communication is to help personnel understand how their active participation and support is important to ensure the success of the employee referral program which in turn can help the company achieve strategic business goals. Understanding the strategic importance of the employee referral program and their role in the process can act as a great motivator for employees which in turn helps to ensure high levels of engagement with the employee referral program.
Once an employee referral program has been rolled out, its success lies in the hands of the leaders who extremity to drive the exhibition and lead concerning example. Referring people themselves and sharing the successes of the program through various channels of communication will help to sustain and build the momentum like the laborer referral program.
However, it is important to position the employee referral program appropriately to the management team to subsist suitable to garner management recommend and commitment for the program. A proper business case for the program highlighting the benefits, both financial and business vis-a- vis former hiring channels needs to be properly highlighted to the management team. At the same time management concerns should be suitably addressed with data and statistics to ensure that the management remains entirely committed to the program and plays an active role in ensuring its success.
Below are a few tips on how to effectively position an employee referral program to the management team
– Assimilate data for the last couple of years on hiring through variant sourcing channels
– Analyze cost of sourcing from other channels
– Prepare budget and cost estimation for the employee referral program which tin include
* Referral reward to be paid to employees
* Cost concerning marketing the program to employees
– Cost benefit analysis regarding hiring through various channels
– Summarize benefits of hiring past employee referral program
– Prepare to respond appropriately to management concerns
Management concerns on diversity and quality like hiring are sometimes well founded and need to be addressed alongside suitable process steps in built in the process to prevent misappropriate of the program leading to recruitment about proletarian more earned to their relationship with existing employees rather than fitment to the role.
Positioning the program right and assuaging management concerns regarding practicable misuse of the program can go a long scheme in ensuring your employee referral program has tolerably champions among the leadership team who can lead and urge the relay to success by getting maximum employee referrals out of it.
To read plus on trends and technologies in hand referrals visit: zalp.com/theemployeereferralblog