{"id":3650,"date":"2019-05-24T05:57:16","date_gmt":"2019-05-24T05:57:16","guid":{"rendered":"https:\/\/workwiseasia.com\/?p=3650"},"modified":"2019-08-27T06:20:09","modified_gmt":"2019-08-27T06:20:09","slug":"five-tips-for-a-social-savvy-referral-based-recruitment-strategy","status":"publish","type":"post","link":"https:\/\/workwiseasia.com\/?p=3650","title":{"rendered":"Five Tips for a Social-Savvy Referral-Based Recruitment Strategy"},"content":{"rendered":"


\n\u201cThe platforms of social media are built around weak ties. Twitter is a way of following (or being followed by) people you may never have met. Facebook is a tool for efficiently managing your acquaintances, for keeping up with the people you would not otherwise be able to stay in touch with. That\u2019s why you can have a thousand \u201cfriends\u201d on Facebook, as you never could in real life.\u201d<\/p>\n

– Malcolm Gladwell, Small Change<\/a> (New Yorker, 4 October 2010)<\/p>\n

Recruiting boils down to one key principle: Good people know and trust other good people. In his article extolling the virtues of extended connections, Gladwell goes on to say, \u201cThis is in many ways a wonderful thing. There is strength in weak ties, as the sociologist Mark Granovetter has observed. Our acquaintances\u2014not our friends\u2014are our greatest source of new ideas and information. The Internet lets us exploit the power of these kinds of distant connections with marvellous efficiency. It\u2019s terrific at the diffusion of innovation [and] interdisciplinary collaboration.\u201d<\/p>\n

Job opportunities that come by personal connections have the greatest chance of inspiring people to act. When your employees\u2019 trusted contacts – or passing acquaintances – pass along your job openings to their trusted contacts, your recruiting reach grows exponentially. Ideally, the right candidate should come to your recruiters, rather than having your recruiters post, search, and make cold calls.<\/p>\n

Scale up your referrals and leverage trusted social connections so you can repeat one-to-one communications across networks until the right candidates emerges. Your referral solution needs to meet five key success criteria:<\/p>\n

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  1. Maintain online communication with employees and alumni <\/strong>
    \nAn intelligent social networking solution connects your people, mines their networks and suggests connections that drive referrals with an automated referral process.<\/li>\n<\/ol>\n
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    1. Support motivation efforts. <\/strong>
      \nTrack and pay referral bonuses accurately -or lose credibility. Manage bonus eligibility and accuracy throughout the referral process -even when openings \u201cgo viral\u201d by being passed among several people in the referral chain. Track how many people passed the job along and determine how much reward everyone should receive without any extra effort for you recruiters or accountants.<\/li>\n<\/ol>\n
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      1. Make the process easy, fast, fun, and rewarding <\/strong>
        \nAutomate the referral process and enable your employees and alumni to participate by clicking a button. It\u2019ll takes just seconds for them to pass along a job to a contact recommended by the system. Participation will increase when your process is easy.<\/li>\n<\/ol>\n
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        1. Open up communication and recognition <\/strong>
          \nTransparency from the beginning of the process, through to its conclusion is key.  Build out your process so that people can check or receive alerts on the status of a referral, recognize them when a successful referral is made. Accolades and acknowledgement can motivate employee engagement.<\/li>\n<\/ol>\n
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          1. Reinforce your employment brand <\/strong>
            \nAs you promote job positions, you have an opportunity to reinforce your corporate brand with your employees and alumni. Referral programs that evolve around ad hoc e-mail efforts often inconsistently use corporate logos and graphics. An intelligent social networking solution automatically sends out branded e-mails and drives applicants to branded Web pages. Even after your job openings go viral, all candidates will enjoy an experience that looks and feels like your company.<\/li>\n<\/ol>\n
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