We have always heard that the highest quality candidate comes from an employee referral program. The problem is that many companies don’t know how to do it well. As you know Dr. Sullivan is well known in the employee referral space and certainly echos many of the things that we preach to employers.
The sooner companies get on board with building out their talent networks, the sooner they can have the ability to tap their employees and candidates in those networks for referrals to open positions. Remember building out Talent Networks takes time, expect at least 3-6 months to get started, the sooner you get started the better. If you are reducing your workforce, then by all means put these people in alumni talent networks so you leave the door open to easily bring on high quality boomerang hires in a tight labor market. Even in a recession, companies still seek: talented people that were before too costly, to build their brand, people for new office locations, new skill sets, to continue building out their candidate pipeline with talent networks, and for spot openings.
Think back…how many of your last few jobs did you receive through a referral? Employee referrals have probably helped you get numerous job opportunities. Your employees can help you fill positions the same way, they know a ton of people and many of them are like minded professionals and passive job seekers. Provide your employees with the right tools to broadcast your job openings and employment brand out to their social networks. You can attract even more employee referrals through the use of Introduction Rewards and/or Placement Rewards. Empower your employees and let them help you recruit.
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