Hiring has traditionally had a more external focus rather than internal, which is why organizations have had to maintain large recruitment teams to comb through virtually millions of resumes on social
Social media has become ubiquitous; it has invaded our homes and offices, so much so that you might come to know more about a person through his social media presence than by meeting him personally.
Employee referral programs are generally launched with the presumption that employees scan their connections to refer relevant candidates for the job opening
The benefits of a well running employee referral program to the organization in terms of lower costs per hire, faster and more effective hiring, less use of resources etc have been well documented.
You are missing out on a big opportunity if you are not using employee referrals to drive your recruitment needs.
In light of the recent focus on employee referral programs and their positive impact on business hiring, expectations from referral programs have suddenly gone up manifold.
The success of an employee referral program hinges entirely on the active participation of employees, and we all know that in any organization employees are one of the biggest skeptics of any new prog
Employee referral programs only work if employees are engaged enough with the organization and the referral program.
An often overlooked but nevertheless important factor in the success of an employee referral program is the support extended by the management team.
Finding quality talent is becoming the biggest roadblock for organizations as they seek to grow and expand the scope of their operations.