6 Tips to Help You Create Your Next Employee Referral Program
6 Tips to Help You Create Your Next Employee Referral Program

6 Tips to Help You Create Your Next Employee Referral Program

Most organizations would agree that the business case for employee referral programs is clear: internal referral programs allow you to hire better people faster, at a lower cost and in an inclusive manner.

While most HR professionals have a good idea of how an employee referral program works, they often get stuck when it comes to implementing a modern program. Luckily, advances in technology have made programs much easier to set up, run, manage and promote. Sending a monthly email to ask for referrals just isn’t enough anymore.

What are the critical components of a modern employee referral program? Here are six tips to help you create your next employee referral program:

1. Keep it simple

The biggest risk when creating an employee referral program is complexity. You are designing a program that will touch all of the actors in your hiring process and people in extended networks. Keep it simple. Your program should never require training.

2. Mobile matters

According to a recent GlobalWebIndex Study, the number of people accessing the internet via a mobile phone increased by 60% in the last two years alone. Mobile matters more now than ever before. Your employee referral program must be where your uses are. Today, that’s everywhere.

3. Get socialized

It’s a fact: your employees are using social networks. According to a recent ComScore report, “Social networking ranked as the most popular content category in worldwide engagement, accounting for 19 percent of all time spent online.” Referral programs thrive on an abundance of connections, and never before have we been more connected to our networks. Enabling your employees to broadcast jobs to their social networks creates exponential exposure and provides a low-cost way to reach potential job seekers quickly.

4. Incentivize and gamify

It’s important to incentivize employees for referring applicants, and most experts agree that cash is still king. But, more and more, research shows that employees want to be recognized for small contributions. People enjoy seeing their progress and they like to compare their results with others. Adding an element of gamification, such as a leaderboard, will encourage participation in your employee referral program.

5. Vouch for referrals

Just because we’re connected to someone doesn’t mean that we’d recommend them for every job. A modern employee referral program must easily allow employees to discretely vouch for candidates referred through their networks. Creating a feedback loop reduces risks and encourages valuable collaboration. Allowing employees to vouch for their referrals also builds trust and confidence in the program by giving users control.

6. Integration is essential

*To be truly useful and to have any chance of widespread user adoption, an employee referral program must be fully integrated with your Applicant Tracking system Third party employee referral tools and spreadsheets create information silos that quickly become a problem for reporting and capturing feedback. As you implement a new employee referral program, be mindful of how it will integrate with your current technology.


Following these six tips will help you successfully begin a new employee referral initiative and start you down the path of hiring better candidates at a lower cost. Learn how to further increase hiring process efficiency and make smarter hiring decisions with Paycor’s Applicant Tracking system: get in touch with us today.

Source: Joel Passen, Newton Software

More to Discover

Webinar: COVID-19 Summit- BROKER HAPPY HOUR: Your Clients’ Most Burning Questions - Answered - 4/23/20 @4pm ET

Webinar: COVID-19 Summit- BROKER HAPPY HOUR: Your Clients’ Most Burning Questions - Answered - 4/23/20 @4pm ET

Join a panel featuring Paycor experts and broker partners as they discuss the newest coronavirus legislation, what it means to businesses and what resources Paycor offers to stay on top of the changing regulations. They’ll also cover the most frequently asked questions brokers are hearing from clients and how to best address these topics. Bring a beverage of your choice, come ready with your own questions and join us.Speakers: Shaun Scott, Senior Vice President of Strategic Channels at Paycor and Scott McGohan who is the CEO of MCGOHAN BRABENDERThursday, April 23, 2020 4pm ET

Webinar: COVID-19 Summit - CUSTOMER EXCLUSIVE: 10 Paycor Product Features to Leverage - 4/23/20 @3pm ET

Webinar: COVID-19 Summit - CUSTOMER EXCLUSIVE: 10 Paycor Product Features to Leverage - 4/23/20 @3pm ET

Join Paycor’s Director of Product Marketing, Tim Ruge, for an inside look at a 10 product features available within Paycor’s HCM platform to help your organization during this crisis. Tim will walk through each of the features to help ensure your organization is aware of all the ways Paycor’s technology can support your business. Speaker: Tim Ruge Tim Ruge is Paycor’s Director of Product Marketing, focusing on the HR Center of Excellence and various compliance topics. Since joining Paycor in 2012, Tim has led their efforts in getting customer feedback and helping deliver product features and content that helps Paycor’s customers make a difference in their organization. Tim has led the planning, development and launching of Paycor’s...

Recruiting

The “Everything You Need” Hiring Toolkit

The “Everything You Need” Hiring Toolkit

Hiring is hard enough. This is especially true if you don’t have the right recruiting tools and templates in place. To help make things easier, we created the toolkits below to help you standardize and templatize a few key pieces of your recruiting process. Use these free HR templates and recruiting resources below to prepare your team for successful hiring and ensure you’re up to speed with best practices for effective recruiting. Why Hiring is Hard If you’ve found your way to this page, chances are that you’re looking for a way to make your day to day recruiting a little easier. Recruiting is difficult for many reasons. One of the biggest is that there are so many people and pieces in the hiring process to manage: Hiring managers...

Recruiting

Shaping Company Culture to Attract Millennials

Shaping Company Culture to Attract Millennials

As Baby Boomers Retire, Millennials Step Up Generation Y, aka the Millennial Generation, includes people born between 1980 and 2000. We’ll do the math for you: millennials are currently between 19-39 years old.According to AARP, 10,000 Baby Boomers are reaching retirement age every day, and this is expected to continue into the 2030s.As Baby Boomers leave the workforce, wide talent gaps are opening up within companies.However, the generation waiting to fill these roles is much different than their predecessors. Millennials have particular tastes and preferences in regards to company culture. Recruiters and hiring managers must keep-step with the millennial generation to fill their organization with these innovative and inspired...