How to Implement a Successful Employee Referral ProgramAn employee referral program is a great – and sometimes quick – way to fill internal open positions.

More than that, a successful referral program allows you to:

  • Fill positions with top talent who are both a company and culture fit.
  • Hire individuals more likely to stay with a company, reducing turnover.
  • Impact current employees by giving them the opportunity to make hiring recommendations.
  • Save money and time on recruitment.

The following tips will help ensure that the ERP you implement is successful:

  1. Have a process. It’s not enough to simply say “refer your friends.” Do consider the following questions when developing your plan: Is everyone eligible to participate? How should referrals be made? How are candidates screened? How many referrals are employees allowed to make? What’s the next step after making a referral? A clear process will help avoid confusion and help prevent people from misusing the program.
  1. Make the program as easy and simple to understand as possible. Creating a complicated procedure is a surefire way to detract from your program and discourage participation. Simple is effective.
  1. Explain the benefits. Remind employees that this program enables them to play a crucial role in the recruitment process and that their referrals have the potential to directly impact the success and productivity of their team/company.
  1. Offer incentives for referrals. Giving your participating employees a gift of gratitude is more than thoughtful, it’s motivating. But when choosing your reward, consider what might appeal to your employees – cash, extra time off, free travel, products…
  1. Don’t wait to reward. Yes, it makes sense to have a probationary period for a new hire, but don’t keep the individual who made the referral waiting. That might discourage participation. Offer prizes along the way. Start small and build upon rewards as referrals moves along in the process.
  1. Spread the word. Inform employees of successful referrals and recognize participating employees. Rewards are great, but the desire for public praise might encourage participation from others.
  1. Make sharing job openings easy for employees. Email job descriptions to employees or leave copies in company breakrooms. Encourage employees to use social media to promote open positions as well.

It’s important to note, however, that while ERPs are a fantastic way to do in-house recruiting, they should be viewed as an additional recruitment tool and other recruiting methods should not be ignored.

If your business is looking to hire, reach out to your staffing partner for help with onboarding new employees or finding temporary support.

Attracting, screening, interviewing, and hiring are their specialties, so if you haven’t partnered with a staffing provider yet, reach out to one.

At Masiello, we can help you find a workforce bestsuited to your business. If you find yourself hiring new staff, or are simply interested in more information, contact our expert staffing and recruiting team. We’d love to tell you how our services can benefit your organization.