As a recruiter, how will you track your hiring success? Are you aware of the ways to optimize the process of hiring candidates?

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.”

Here’s a ready to use employee referral policy template. Customise it to your organizational needs and get going. 

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?

What is amiss in referrals? The most criticized aspect is the lack of transparency in referral programs. Though we all know that we get the best source of hire through referrals, yet organizations fail to execute effective referral programs.

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.

Want to be successful at finding and hiring the right talents for your team? Do you feel the top talent can be amongst the passive candidates? How do you reach the passive candidates?

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

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?