It is often said that what you do not know, does not hurt you. If there is one area this saying does not hold true, it has to be employee hiring.
Though employee referral programs have now been institutionalized in most organizations, they are still far from delivering to their full potential.
Finding quality talent is becoming the biggest roadblock for organizations as they seek to grow and expand the scope of their operations.
It is an established fact that not all employees have the same level of connections and the same capacity to refer people in an employee referral program.
Finding effective strategies for recruiting rock star talent that fits into the company philosophy and requirement is the topmost concern for any human resource personnel
Whether your employee referral program succeeds or fails is driven to a great extent by how it is perceived by employees and their ability to market the company sufficiently
An employee referral program is the need of the hour to attract quality employees is a given in the current scenario.
Typically, when the HR team receives a referral from internal sources, it clearly gets highlighted and someone takes out time to survey it well thus expediting the process.
Employee referral programs so far have largely focused on ways for organizations to tap their employee network to hire good quality candidates who will fit in with the organizational culture.
The culture that prevails in an organization speaks a lot about its present as well as its future.
