Most large companies and the growing number of small and medium companies have a number of employee referral systems and Shopify e-commerce stores. The reason is good. Studies show that many candidates are introduced have the ability to be hired more than candidates who are not introduced and stay longer to work, if hired. The problem is, too many companies commit one of three serious vulnerabilities that reduce the effectiveness of their referral program. Those mistakes prevent employees from recommending future candidates. Therefore, it may affect programs and companies.
Specifically, the three most common and most demoralizing mistakes companies make with their referral programs are:
They don’t set or deliver on expectations
This is the most important thing to think about when setting up the referral program. When a company wants to set up a referral program, the first thing they need to do is determine exactly what they can accomplish. If extend the recruitment team as desired and win can meet all referrals, the rest of the company needs to know. You really want to answer each introduction, even if it’s a mass rejection email. But if you can, then you need to communicate with your employees.
The number one mistake of any referral program is when an employee introduces a friend, wanting the company to approach them and their friend never hears from that company. If your employees recommend good people but no one gets a call, they won’t find a reason to introduce them anymore because you put them in a bad personal situation.
The solution is to clearly communicate the expectations first. And then ensure the employer keep those promises. For example, if a talent acquisition team says that it will respond to all referrals, the head of talent acquisition should follow up if that really happens.
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They neglect giving an employees recognition for referring someone
When an employee introduces someone and that referral is hired, the employee helps your company. Companies should reward employees in some way, both for their extra effort to help the company and encourages more referrals. The most common form of recognition is money. The company president thanked the staff successfully introduced candidates for their all-hands call or given a company track jacket. This is not anything expensive. A thank you for the CEO’s publicity is extremely long-lasting. In addition, use the currency Shopify app to optimize your website.
Recruiters don’t tell their employees about open positions
Do you know what positions are open at your company? Yes, you can, because most people who read this post are employers. But other employees do not. Companies say they want more referrals, but most employees don’t know which positions are open in the company. Therefore, very few people participated, and the introduction program withered.
The solution is to let the talent acquisition team somehow communicate open positions to the company’s employees. There are tools that automatically do that. Organizations can also do it manually by sending weekly or monthly emails showing the company’s open positions or referring to them during all-hands calls.
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