In his recent guest blog titled “Make every employee a talent scout to attract top talent,” Dr. Sullivan discussed the intense competition for talent in the high tech industry. As he so correctly points out, because the high tech industry is innovative by nature, it also often leads when it comes to cutting-edge talent management practices. One of these innovative practices involves creating employee referral programs that are nimble and attractive enough to keep employees motivated to drive referrals to their employers.
According to Dr. Sullivan, the leading high tech firms now get nearly half of all their new recruits from employee referrals. His recommendations for creating a successful employee program are as follows:
While these tips will undoubtedly contribute to the effectiveness of a referral program, there are a number of factors we’d like to add to Dr. Sullivan’s article that can make your referral program more successful.
First, you should continuously monitor your referral program to assess how successful it is; what your ROI is; and what aspects need to be adjusted in order to amp up its efficacy. This monitoring should be done by one centralized team instead of expecting managers from various departments to keep track.
Second, it’s important to ensure your current employees are engaged. The reason for this is simple. Your employees are your company’s ambassadors, so you want them to be able to speak truthfully about all of the benefits of working for you. Especially with tech talent being in high demand, the risk of unengaged employees jumping ship is ever-present—and that’s hardly an incentive for top talent to accept a position with you.
Third, you need to know what top tech talent wants—and then tailor your offers accordingly. It’s important to realize that each candidate has his or her own preferences, so you need to create a flexible framework that has room for everything from career guidance and training opportunities to flex work and on-site wellness programs.
Of course, these three tasks each require a considerable amount of time and know-how that you might not have in-house. That’s where outsourcing the management of your employee referral program to an experienced workforce solutions company can mean the difference between success and failure.
A successful employee referral program requires ongoing monitoring to ensure you’re creating an engaging, attractive environment. Utilizing the expertise of a workforce company can offer an effective solution that unburdens your HR department while providing you with the specialized tools and resources you need.
The Best Practices In Attraction And Retention For High Tech Firms
Article: Make every employee a talent scout to attract top talent!
Publish Date: August 5, 2016 5:00 AM
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