How to nail your employee referral program with tech…

How Real Links, the employee referral platform, uses technology to solve the problems with employee referral schemes…

My role as co-founder of Real Links is to undertake the software development and product design of our platform. My colleague Sam Davies has already written about the problems that companies typically encounter with employee referral programs after surveying HR professionals and employees.Today, I want to explain how we’ve harnessed technology to solve these problems and build a simple process to increase employee referrals and decrease recruitment spend.

My referral scheme is getting results, couldn’t my company solve the problems with our referral schemes without third party software..?

Undoubtedly, there are some solutions that companies could implement. However, these processes are very labour intensive so it’s our belief that any company looking to improve their existing processes or create new ones could gain a lot from an automated and efficient system.

Visibility?—?I’m not told about vacancies at my company:

The companies with the most successful referral schemes think carefully about who in their company might have good connections for a specific role, for example those of a similar age or with connections at previous companies, and then make them aware of such roles.

We’ve made this super simple with a one click email to employees asking them to share the job vacancy via email or in their social networks.

We’ve also built an employee referral portal that houses all your current job postings from your ATS which an employee can access to view the current postings.

Time?—?It takes too long to refer someone.

Time and again the feedback we got from candidates was that they are too busy to share jobs with their friends or, if they do, it’ll just be someone in their immediate social sphere.

We’ve made it possible for employees to refer their network through our easy to use one click sharing features while also tracking the results.

Recognition:

The best referral schemes had employees rewarded for simply taking part. We spoke to one company where their employees would get a £20 gift voucher simply for sharing a job on LinkedIn. Now, that might be on the generous side but giving employees an incentive to be engaged in the process makes a lot of sense?—?maybe the first few times they try to refer a role they don’t know anyone suitable, but what if they do on the third attempt.

With a typical referral incentive scheme where a hire is rewarded, employees often lose interest.

At Real Links, we have a leaderboard that encourages employees to keep coming back to collect points (gamification) and also the opportunity to win prizes as they score to certain levels.

Conclusion:

Individually, these are all pretty straightforward steps you can start to implement today to improve your scheme, in fact you are probably already doing some of these things. However, it takes time to monitor, optimise and implement these features manually and suggest using a software tool would be preferential.

Why not hear why our
customers chose us?

Product Madness filled all their open roles and built a talent pool of almost 40,000. In under 12 weeks.

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Hiring Great Tech Talent Fast

See how one tech business filled all their hard to fill tech roles with referrals;

 

Learn how referrals can work really well for specialist hiring;

 

Understand what motivates tech teams to engage with referrals.

The Psychology of Referrals

Learn the 3 psychological models that will influence success

 

Understand your employee’s behaviour and how to influence it;

 

Use this insight to generate long term participation with your referral scheme.

Rewarding Referrals

Based on research with over 100 businesses;

 

Learn how to increase employee participation with referrals;

 

Loads of new reward ideas you can implement into your business.