WHEN IT COMES TO REFERRALS, YOUR COMPANY SHOULDN’T BE AFRAID OF THEM.

The reasons why your company should not be concerned about referrals Despite the findings of studies suggesting candidates who arrive via recommendations tend to be more long-lasting and better-performing workers, many human resources teams still seem reluctant to embrace the full advantages of referrals as a way of discovering possible new staff members. Here are some of the reasons why this is the case, as well as some reasons why your company should not be concerned about creating its own employee referral program if you have been giving it some serious thought before. They are not just adding to the vast list of candidates you have already compiled. There is a possibility that you have already acquired the information of a large number of potential applicants for your most recent opening if you already have a reasonably effective application tracking system (ATS), such as the fusion solution that we provide here at webrecruit. In that case, why on earth would you need more? The fact of the matter is that applicants that are suggested to you are not exactly the same as those that you may find via a more manual approach to recruiting. It is possible to invest a certain level of faith in a reference that comes from a colleague with whom you are already acquainted, even before you look at the candidate’s curriculum vitae. Furthermore, a referral incentive is not a bad use of money. After you have successfully hired a recommended employee and given a referral bonus to the staff member who referred them, you can find yourself wondering whether or not the money spent was actually worth it. In spite of this, we would want to respectfully advise that such spending is beneficial given the track record that referrals have of pairing organizations with staff members who are a good fit for the company. If the coworker who suggested your new recruit is also an excellent worker, there is a good chance that they will only refer individuals who they believe are capable of meeting the high standards that they have set for themselves. In addition, you can encourage your whole crew to take some responsibility for finding the ideal next hire for your firm by including recommendations into your internal recruitment process. Your organization will benefit from this. Nevertheless, in order to get some money, won’t workers merely recommend a bunch of people that aren’t really good? In the event that this is the opinion that you have, you need to perhaps have a little bit more trust in your staff! Numerous studies have repeatedly revealed that the primary motivation for workers to make recommendations is not the possibility of receiving a bonus, but rather the chance to assist their company. It is quite improbable that a good person would want their own employer to suffer in terms of morale or productivity as a result of a reference that they themselves made. In any event, good individuals typically desire to work with other excellent people. At the end of the day, it is quite probable that you will discover a great deal more about any particular applicant from others who are familiar with them and have your confidence than you will from the candidate’s own curriculum vitae. If your firm is willing to give recommendations a chance in conjunction with the appropriate applicant tracking system (ATS), you could be surprised by the significant organic advantages that your business will get.

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