INTRODUCTION A referral program can swing either way depending on how fast or slow is your response time to employee referral. In fact nothing impacts an employee referral programmore than the rate of responsiveness of the program to employee referrals. Responsiveness also covers providing feedback to employees, particularly in cases of weak referrals to enable them to refer better candidates in future.
Below are a few simple steps that can help you make your referral program more responsive and in turn far more successful:
Communicate Issue a formal declaration giving all employee referrals priority in the recruitment process. This means actively soliciting referrals from employees right from the onboarding process, town-halls and company meetings to making it a part of the appraisal process. Include job openings in company newsletters and other communication so that employees are always aware of the kind of skill sets you are looking for and can actively seek out referrals that fit the job description.
Be responsive Set SLAs for responding to employee referrals. This can include a time window of 2-3 days to respond to employees and possibly a week to screen the candidate and update them on the progress. Interviewing employees to ascertain their degree of acquaintance with the referral candidate should also ideally be closed within the first week itself.
Expedite the process Tag referred Candidates to fast track them through the recruitment process. Highly responsive programs set targets like closing the candidate screening and interview with decision to offer or reject within a week of getting the referral. Others set specific targets for each interview stage to ensure employee referrals are expedited and feedback provided to employees as soon as possible.
Provide Feedback Provide clear feedback to employees on the quality of their referrals. This is especially important in cases of weak or irrelevant referrals. Also make sure to publicly acknowledge if any employee has been doing a particularly good job of referring good and relevant candidates.
A responsive program gives employees the message that the company is committed to ensuring the success of the employee referral program and appreciates the effort put in by them to refer others to work in the organization.
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