Tips To Improve Recruitment Effectiveness

Tips To Improve Recruitment Effectiveness






Reward employee referrals - even with cash bonuses

This is the last in a series of 5 blogs which look at increasing recruitment effectiveness. This part focuses on rewarding employee referrals.  Here we cover the benefits of encouraging employees to be on the lookout for potential candidates for job openings within your company.

Some businesses take word-of-mouth recruitment recommendations sufficiently  seriously that they award cash bonuses to employees who put them on the scent of a promising candidate for employment. Depending on your circumstances, this can be an excellent idea and may well pay for itself very quickly . If you do introduce cash incentives for employees make sure you include a minimum period the individual needs to remain in their job . Existing employees are the best information network you have for  recruiting qualified candidates for jobs. After all, your existing employees have a very good idea of the climate of your company and (in many cases) the nature of the job opening. Also a positive recommendation of yourselves as an employer is likely to attract a reliable and genuine candidate, so make sure your employees are able to make such recommendations - inform them at company meetings of any openings and offer  financial bonuses for referrals that lead to hirings. When growth is planned and jobs are opening up, inform employees that you are on the look out for new talent in certain areas  so that they can be on the lookout for job candidates.  Encourage employees at every level to be on the lookout for anyone good - whether it's among their own friends or  family, or in their company-managed interface with the public, consumers or customers (for example, at trade shows). This can only help you to fill job vacancies with reliable and enthusiastic candidates.

Cash incentives work if you want your employees to encourage an actual application but are not the only way to collect recruitment recommendations from your employees and thus build your talent pipeline.  Other approaches work as well.  These include ensuring that whenever an employer goes to an external meeting, conference or training course part of their knowledge transfer on returning to work includes sharing the names and details of anyone they met that they were impressed by.  This sort of systematic information mining quickly builds up a good list of strong talent that you can call upon should the need arise. 

 

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