Poof! Gone! He/She is not picking up my calls any more. Aunt, Uncle, Mother are in the hospital. Or god forbid, in the mortuary.

Employee challenges or escalations tend to be around two major things - payroll and employee referral statuses. An employee holds the referral process fairly close to their heart. They have taken the efforts to find good talent and believe that the candidate would be a good fit for the organisation. Employees tend to get emotionally vested with their friends whom they have referred for a particular role and as a result expect to be kept in the loop around their candidature.

Employee referral is one of the best channels to hire quality talent. And, if done well, it can impact an organisation’s topline in a significant way. So, what’s an employee referral?

Referral frauds are an issue and come in different forms. I’ve heard enough stories from several CHROs of creative referral frauds. And, the need to implement the right mechanisms are critical to prevent such frauds.

Out of good intentions, organisations put out a referral process. While this seems fairly simple and easy, it is definitely a road to disaster. Let me reason it.

In my observation, I have seen hiring managers to be very consistent species. Across industries, countries and levels, they all tend to have the same ask when they put out the job role. Can we hire this person as of yesterday?

Hiring a top-notch person delivers exceptional value to the business. A high performing sales professional can do double the revenue as compared to the average salesperson. In the world of engineering, there is a term called as a 10X developer. This is a developer who is exponentially better than every resource around him. Hence, the term 10X.

Organisations that are constantly hiring best talent are getting their employer branding right. Because they have realised that employer branding is more than just a pretty careers page.

Time to fill is the most important metric for a recruiter or a talent acquisition professional. Business opens up a requisition. And, more often than not, they wanted the person to join as of yesterday. It invariably means that finding a good candidate and getting them to join becomes critical. And, doing so superfast is important.

Attrition is a number one problem for an organization to solve on the people side of business. Why? Well, when an employee leaves the organization it’s a severe loss. Let’s think about the casualties.