Stress is a serious problem, especially in the recruitment industry. Being an HR, you have to deal with stress more because you have many stakeholders — multiple bosses. The need to constantly juggle for meeting the demands of the organization and your respective bosses’ expectations is alarming. Simultaneously, as an HR personnel, you must deal with your own deadlines and hires.

Now that employees are aware of the referral program in your organization. What’s the next best thing you can do to facilitate referrals? How do you engage employees to refer?

Is culture a big excuse you’re using to explain the failure of your employee referral program? Don’t get me wrong. It’s a fair assumption to say that organization with a bad culture will not recommend their friends to join them.

Employee referral is one of the best ways to hire quality talent. Given the potency of hire that you receive, it is important that you understand this channel thoroughly and implement best practices to make the most out of it. One of the critical elements in the best practices in dealing with rejections. Put differently, how do you reject candidates that have come through referrals.

‘What is in a name? ’ While names cannot be reduced to a mere identity, they do convey a lot of things - dreams, aspirations, and goals. Ask the authors or the entrepreneurs who spend countless hours naming their books or startup. 

Employee referrals are one of the best sources of hiring. It helps you attract talent that is excited to join and stay. As a recruiter, you would have tried all means to improve quality, achieve quantity and create a meaningful experience for your candidates.

Let’s say, you’ve been contemplating an employee referral program and the first thought in your mind is…launching it will be the most difficult thing! However, you realize keeping the referrals coming in is the greatest challenge ever in any employee referral program.

Wondering, what’s the buzz about referral newsletters? Are you curious to know everything about creating a winning referral newsletter? Then let’s get started. 

Organizations are adjusting to working from home to protect their employees from the outbreak. Recruiters are looking for gigs and employees who can work remotely. The HR team is also juggling a variety of engagement activities to keep their employees happy, valued and informed.

Employee referrals are good for any organization, be it big or small. A LinkedIn report affirms, when companies follow the traditional recruitment style, hiring takes an average of 55 days. In contrast, it takes only 29 days to hire a candidate through referral.