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employee referral program

 Employee Referral Program Tips

Hiring the best people builds your supply chain company into the strongest competitor. And who knows what talent would fit in better with your culture and mission than the people who already work for you? Hiring candidates based on the referrals of your existing employees opens up doors to finding fresh, engaged candidates who can bring experience, determination and a deep desire to succeed to your organization.

An employee referral program has many benefits, including keeping your own workers engaged and interested while also helping you dig deeper into the talent pool to find people who already have jobs yet would fit perfectly in your company. Here are some employee referral program guidelines and ideas to get you started.

Establish Goals for Your Program

Why do you want your employees to play a role in filling new positions? It should be something beyond just saving you time and effort. For instance, you may have a corporate goal of increasing diversity in your hires by 10 percent over the next three years. Employees could help you out with this by recommending people outside the usual channels for recruitment.

Tell Employees About Openings

Your employees can’t supply leads if they don’t know about openings. Share this information across social media and also post it on your website and blog. Tell employees to check these places for information on jobs that they can then share with potential candidates or via their own social media. This process offers a fantastic way to come across unexpected talent. Your employees may even be surprised about which one of their social contacts expresses interest in a position.

Assign Point Values to Different Employee Actions

You want to incentivize your program to ensure enough employees participate. Reward points for getting involved in the process. You might consider:

  • Five points for sharing a job opening on social media
  • 20 points for a successful referral
  • 1,000 points for a hire
  • 100 points when a hire hits the one-year milestone

Allow employees to trade in points for small treats, such as a gift card or a half day of paid time off.

Track and Manage Program Results

You need to know what efforts work and what efforts don’t. Track things such as employee participation rate in the program and the percentage of successful referrals you get. If numbers are low, identify the problem and work to fix it, such as finding better ways to inform employees about the program.

Let Professionals Fill Your Most High-Profile Positions

While you want to encourage employee referrals to fill lower-level positions, leave the more specialized and executive-level openings to an experienced supply chain recruiter. They have access to a broader network of possibilities and can fill your position more efficiently than when you chase down endless leads who may not be fully qualified for the complex work you need them to do. Optimum Supply Chain Recruiters can assist you with your recruiting needs. Contact us today to discuss your options.

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