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.

Ever wondered when and how employee referrals came into being? Around the 4th century B.C., there were a lot of jobs to be filled in the Roman army, yet there were not enough candidates and many were poorly qualified. Staffing an army where wars were common wasn’t easier. They needed a consistent pool of soldiers and other support staff like carpenters, doctors, and engineers to keep the army going.

Corporates drive referral programmes on social media.

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.

When was the last time you changed your belief?

Aug 20, 2020. It was 11.30 pm at the night. Our phones did not stop ringing. When a customer calls you at that time, it usually means that all hell has broken loose. And, all hell did break loose. None of us had slept. Our WhatsApp channels were swamped with messages until 1.30 am. And the messages and calls continued throughout the day.

Money is a limited motivator when it comes to the employee referral program. It is a nice way to say ‘thank you’ to the employee. But, it’s not the foundation on which employee referral programs are built. A lot of organisations find this surprising.

“Don’t be stupid. Don’t change. You are who you are for a reason.” When a friend passionately uttered these words on a zoom call, I paused. I took a sip of chai and stared into the oblivion. Friends with good intentions often tell you just like you need to hear it.

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.

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?

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.

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.

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.

The concluding session of the TechHR 2019 was a thrilling one with Ester Martinez, founder and chief, Peoplematters taking the stage to have a tête-à-tête with Anil Kumble. Here are the excerpts from the session.

Piyush Pandey, the godfather of advertising took us through a journey over the past two decades through the lens of memorable ads. 

Leena Nair, CHRO of Unilever  is a rockstar in the world of HR. It was inspiring to hear her through a packed audience. Few key punch lines are listed here.

This article was originally published on LinkedIn by Kevin Freitas as InMobi’s guide to Social Hiring and Referrals via our new talent branding buddy - RippleHire. I am reposting the article here for the benefit of our readers.

Have you received feedback recently that made you remember school days?