When you’re trying to make a hire, you’re not only looking for somebody to complete the skill requirements of the position but also somebody who will be able to work well with your existing staff. As you’ve probably experienced, just because a candidate has an excellent educational/professional background and an advanced skill set doesn’t mean that they’ll be a valuable addition to your team. Besides being highly qualified, this candidate could also have the exact wrong sort of personality or attitude to mesh well with your existing team. If, however you can find candidates that fit in with your team like they’ve always been there, you’re not only making a good hire, you’re creating a harmonious work environment for your employees. With the vast majority of the employees in the United States reporting that they’re either “disengaged” or “actively disengaged” from their jobs, there has never been a better time to start creating a tight knit work environment for your employees. As you’ve probably guessed from the title of this blog, the best way to make hires that will work well with your staff is through leveraging your employee referral program.
One of the leading causes of employee disengagement are conflicts with co-workers and managers. We’ve all had co-workers and bosses that have rubbed us the wrong way and we all know how frustrating it can be to work with these difficult people, day after day. When you leverage referrals as one of your main candidate sources, you’re pulling from the professional networks of your employees, making these referred candidates much more likely to mesh with your employees than unknown candidates from job boards. When you make an effort to hire some of your employees’ favorite co-workers from previous jobs, you’re helping to create a friendly, familiar work environment for those employees. Referred candidates are also of a statistically higher quality than candidates from other sources. According to JobVite, while referred candidates made up just 7% of the surveyed applicant pools, they accounted for 40% of the hires made. Referred candidates also had a much higher retention rate than unknown candidates, 46% remaining at the company 3 years after being hired as opposed to 17% of candidates from job boards.
So referrals are great. They help to raise the morale of your current staff and are more likely to be a lasting addition to your team. In order to make these high quality referral hires, the first thing that you need to do is get your employees involved in the process. Try and get them excited about the prospect of working with the most skilled and personable people from their collective professional past. You can even offer your employees rewards for every referral that results in a hire like extra vacation days, Starbucks gift cards or even a cash bonus.
Once you’ve gotten your employees interested in providing you with top-notch referrals, it’s time to push out your job marketing to their social media profiles. If each of your employees posts your job ad out to their LinkedIn and/or Facebook profiles, that ad will be exposed to pretty much everyone your staff has ever enjoyed working with. By getting your staff on board with your referral campaign and utilizing the social media connections of your employees, you can start make one of those valuable referral hires for your next open position.