During the lunchtime panel discussion at RecruitCon Road Trip East in Boston the conversation turned to employee referrals. This in itself is not surprising, given that employee referral remains the top source of external hires.
Source: ImageDB; Getty
However, comments made by panelists about how their companies handle referrals are noteworthy.
Interviews for All
Kurt Anderson, director of human resources for Definitive Healthcare, a provider of data for the healthcare industry, pointed out that Definitive Healthcare interviews every single employee referral, no matter what.
Jarrett Mackin, recruiting manager for automotive research and shopping site CarGurus.com, indicated that CarGurus.com does the same.
Both acknowledge that it takes time—and that time is in short supply. But, regardless of the person’s qualifications and whether there is an open position, all candidates referred by employees receive the courtesy of an interview.
Why put forth the effort?
It takes a lot for an employee to recommend someone to the company, Mackin said.
Benefits of Best Practice
Before you shrug off the practice with, a “yeah, well, we’re not going to do that” or “who has the time,” consider the benefits.
For starters, employees feel that their family members, friends, and colleagues have received preferential treatment. This makes employees feel good about the company, and therefore makes them more inclined to give the job their all.
Everyone talks about employee engagement – how to further employee engagement, yada yada. If employees feel good about the company, they will want to do a good job. It’s not that complicated.
If employees feel good about the company, they are also more inclined to stay. Employee retention? Check.
Additionally, if you treat employees’ family members, friends, and colleagues with respect, employees will likely refer other family members, friends, and colleagues. A successful employee referral program? That too.
All this because you treat referrals with respect?
Yes. And these are only the benefits from the employee side.
Referrals, the people to whom you extended the courtesy of an interview, come away from the application experience feeling valued—even if they didn’t get the job. And they are likely to tell their family members, friends, and colleagues about their positive experience and your company.
Further your employment brand; get a reputation as a great company to work for … on top of the previously mentioned benefits?
Maybe you want to implement this best practice.
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Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages. |