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.

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.

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.

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.

Gone are the days of job boards, applications and resume portal. Welcome to the new world of social recruiting where referrals, analytics and integrated recruiting rule the roost.