Top 4 Ideas For Employee Referral Program

If you don’t have a method to receive recommendations from candidates, here’s how you can develop one in 4 steps. If you have an employee referral program but it’s underperforming, we’ve put together four mini-case studies, each with ideas to try. Here’s how you can go beyond and send good referrers an oversized check or a gift card from a coffee shop.

1. Who’s got my Head-Hunter?

Tiered remuneration is a good way to drum up more referrals from your networks. Here’s an employee referral concept we like: -dollar amounts for 1) referring shortlist candidates, 2) referring hired candidates, and 3) referring hired candidates who complete their trial period of three months. An even better version originates in Activision. This popular firm of video games mixes the prizes. If you are recommending a candidate who seeks an interview, you’ll get a Head-Hunter mug. When you receive an offer from your candidate you get a jumper. When you hire your nominee, you get compensation.

2. Steal hearts and take names

In Virgin Hotels unparalleled hospitality is built around two imperatives for guests and each other. Making love involves being generous with time and care. Stealing hearts means being attentive to the signs and the signals that visitors leave and act upon. Both employees know that this outstanding level of service is respected at Virgin Hotels, so they pass along a promotion card when they see this gold standard in someone else. Naturally, it says You’ve stolen our hearts. Simple as a hug, and almost sure to give the nominee a smile on his face.

3. Beers for referred peers

They host referral happy hours at Salesforce where referrals are their main platform for new hires. Absolutely completed, events can be incredibly effective. Firstly, adding more qualified candidates to your pool of applicants is an easy way. Second, before a formal interview, the recruiting committee will collect lots of valuable knowledge from meeting applicants in person. Finally, it’s a nice way to introduce candidates to your working environment and culture, particularly for hiring managers who practice integrating on-boarding into the recruitment process.

4. With super connectors, helped recall

Each company has super connectors. Recruiters at Google are partnering with their most linked staff members to search for promising candidates. First of all, they go through their social networks. Then, they activate memories of workers with the assisted recall technique of prompting them. Big questions like Who will we hire? Do you know anyone who would be a good New York salesperson? And who is the best person you’ve ever worked within finance? Coupled with email outreach, this approach has boosted their referrals by more than a third.