Recruitment has been a highly competitive area of work for a few decades and it’s only going to get more so. Just having recruitment processes and referrals may prove enough for some very top companies, but most others need to improvise to be able to get the best people for the job.

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Whenever I have thought about building up a recruitment strategy, I always try to think like a candidate. What attracts me to the organization?

Remote hiring is here to stay, don’t be shocked if you hear this too much off-late. As a recruiter, embrace remote working options and be assured to find plenty of opportunities.

Application Tracking System is a central repository that saves the resumes and applications and automates the entire hiring process. ATS facilitates managing every stage of the recruiting process. Starting from application to hire, the ATS keeps track of all the activities of the recruitment team.

The return on investment of your business truly relies on the Applicant Tracking System (ATS) you select and the business process you follow.

Are you willing to persist? If yes! You are in to witness amazing results. To everyone out there, read it aloud, “Persistence is the quality of trying for something continuously or continuing to do something even when it is difficult or opposed by other people.”

Culture fit matters. Organizations rely on HR/TA for evaluating culture fit. How do you identify if a candidate has empathy when empathy is crucial for a role?

Prior and proper planning is worth a laud. If you could only plan and introduce a good talent from your network even before the need arises, you have given your share to proactive referrals.

For a well-functioning referral program, you need three pillars — employee, candidate, and recruiter. 

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?

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.

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.

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. 

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.

Why is diversity hiring critical? Well, when there are different types of people voicing out different opinions, the discussions and the decisions made by the diverse group will definitely meet all ends. As Sundar Pichai, CEO of Google opines “A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.”

When was the last time you changed your belief?

Employee referral program is one of the best ways to recruit talent. Why are employee referrals so powerful? Because, they drive two key factors - Productivity and Retention. This makes referrals one of the most efficient ways to impact top line through HR practices.

We often get this question, should we really run a referral program for roles that require no experience. Employee referral is a very solid channel when it comes to driving productivity, attracting high quality hires. It's a great channel for retention. Given the benefits on offer, it makes absolutely no sense to exclude any kind of positions from the employee referral program. Rather, deploy some best practices like the ones listed below to manage the employee referral program for junior positions.

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.