Join us as we discuss employee referral programs, mobile recruiting, passive candidates, social media recruiting, employer branding, and everything in between!
In today’s shaky economy and overcrowded job market, hiring isn’t a piece of cake. Facing an influx of hiring tasks and responsibilities, recruiters rarely ever get the chance to think about their practices. Have you ever considered your hiring standards? Maybe your strategies confuse applicants or you’re wasting their time on unclear job listings and tedious application processes, which are especially off-putting to talented candidates. Either way, when it comes to hiring, there’s always room for improvement.
Here are five things you can do right now to simplify your recruiting practices.
Employee Referral Programs (ERPs) are firmly rooted and considered as one of the top recruitment trends of 2014, and predicted to be the most crucial recruitment tool in upcoming years. They are the the number one source in hiring volume and the number one source for new hire quality. According to a survey conducted by JobVite, they also have the highest applicant to hire conversion rate.
While only 7% of referrals apply for jobs, they account for 40% of all hires clearly indicating that ERPs are the ‘must-have’ tool for corporate recruiters and industry experts have taken every opportunity to laud them and detail these benefits and the inherent value of incorporating an ERP into corporate recruitment strategies.
However, here at GooodJob we have identified a pattern in the questions we are asked concerning the implementation and practical implications of using an ERP; questions that matter regardless of the benefits. This is simply because recruiters want to understand whether an Employee Referral Program will be more of a hindrance than a benefit and if it will actually make a significant and positive impact on your company’s hiring, engagement and retention success.
For this reason, we would like to address and provide answers for the top five questions we are frequently asked- the questions that concern recruiters the most. Read more »
Two vital aspects of your role as a recruitment professional are implementing an employee engagement strategy as well as fulfilling your company’s recruitment needs. No doubt you are well informed on HR trends and innovations, specifically mobile recruitment trends and innovative technology that bring this to your company. These trends, you are told, will vastly improve your candidate pool, will better engage your employees, solidify your company branding and improve the candidate experience involved in the hiring process, yet you are concerned.
Concerned about the risk involved in wasting resources, concerned about embracing new technology and, more importantly, concerned that it will not make a difference to the results you are seeking.
BUT, if you don’t bring your HR practices up-to-date, what is the alternative? Read more »
A Guest Blog by Consuelo Fajota Jose
Employee referral programs have turned out to be one of the best and most effective ways of finding talent and hiring an army of the best talent. Even companies, both big and small are encouraging employee referral. There are various social networks like LinkedIn which are gaining popularity as employee referral networks.
John Sumser mentions in one of his article, that though employee referral programs are good, but they aren’t powerful enough to change the tide of corporate culture; or assemble a workforce that has new or diverse skill set; or promote and build diversity environment. He further points out that companies should understand that employees might not be able to make the best choice while making a referral. Employees who are new to the ERPs could also refer candidates with quite similar skill sets, which can lead to a phenomenon known as ‘inbreeding’.
Today we lay down 8 points that help you to make the best out of your Employment Referral Program and increase diversity in workforce:
1. Prefer hiring diverse individuals.
If you need to build a diverse culture at your work place, then, it is very necessary to get reference from diverse sources, and make your intentions clear. Some tips that you can follow are:
Encourage the current diverse group of employees to refer people for jobs and career opportunities.
Advice the CEO to endorse the diversity hiring policy and make it known to everyone.
Consider and make, diversity recruiting equally important company policy as any other operational policy.
2. Be direct in rewarding the referrers.
To encourage employees for diversity referring, increase the benefit by 25% to 100%.
Give benefit to employees for providing details about diversity candidates.
Organize and encourage employees to attend events with high diversity attendance.
Entrust employees attending trade fairs, seminars and professional associations with the responsibility of diversity recruiter at the event.
Be transparent to diversity candidates, assisting them in doing better in interviews. Inform diversity referrals about specific skill sets that will be reviewed and areas which would require additional information.
5. Track Diversity Referrals
Track diversity referrals by every manager in the organization. Monitor the demographic distribution of the current workforce. Also, monitor whether the current employee referral programs are effective in providing diversity candidates.
6. Showcase Success
Be open in announcing the success stories of these referral programs. This will encourage other employees to take part in the program.
7. External Referrers.
If you abide by the relevant tax laws, there is nothing wrong in considering adding external referrers. External referrers could be ex-employees of the company or members of a group or any other person who is interested in joining your program.
8. Performance Base Hiring System.
Performance based job profile can provide a better outlook of the job requirements, making it easier to provide reasonable accommodation of disabilities. It will also help in complying with laws like Disability Act.
This will increase the diversity candidate pool. It will allow to hire from the diverse pool of younger, older, military veterans and disabled or physically challenged candidates.
Consuelo Fajota Jose is an ESL/EFL practitioner and a part-time webwriter. A Psychology major, she started in the field of diversity recruitment, and then later moved into the field of English Language Teaching. Her hobbies include poetry, journaling and reading. She maintains a blog, English All You Can.
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