How to Automate the Employee Referral Process

Automation has brought ease and reliability to the way we operate in our surroundings. It’s not uncommon to see the critical process being automated for a seamless flow of information across various verticals. The sole purpose of automation is the elevation of productivity and engagement and employee referral process is no different. It is understood that employee referral is one of the most cost-effective ways to tap into a vast pool of passive job seekers, therefore it’s imperative that the referral program doesn’t break down and run at its full potential.
Lack of pertinent information regarding the initiative is one of the major reasons of an employee referral program falling flat on its face. Here is where the auto-posting of jobs can come to the rescue as it enables recruiters to pull the data directly from ATS and post it to internal employees on a regular basis. It’s important that the internal and external network are involved in the program from the get-go. The automation will facilitate constant feed to the network regarding new job postings which will eventually result in the best candidate referral.
The integration of gamification, manifesting itself through leaderboards in the employee referral program can make it more productive, and a valuable part of the hiring strategy. The introduction of gamification, with the lure of rewards, will result in more employee engagement in the initiative and will fire them to refer “ready to hire” candidates.
In order to get the maximum mileage out of a referral program, most of the organizations nowadays have their recruitment search engines like Workday integrated with their exchange server platform. Any new job requirements are automatically sent to an email address of the employee currently working with similar skillsets. The email contains the link of the job advertisement and the “refer” button to submit the necessary details.
An automated and integrated employee referral program help build a high performing team with a strong company culture. It shortens the hiring lifecycle and gives a head start to the hiring process, thus cutting down on the hiring cost and increasing the chances of getting a ”fit to hire” employee.

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