Why Should Referrals Start From The Top?

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Why Should Referrals Start From The Top?

Posted On : Nov-06-2014 | seen (1149) times | Article Word Count : 515 |

Employee referral programs now exist in almost all organizations, but not all referral programs are equally successful.

Employee referral programs now exist in almost all organizations, but not all referral programs are equally successful. If you consider analyzing factors that are common to all successful referral programs, you will see that organizations that lead the way in employee referrals are able to do so because of strong support from the top. Recruiters often seem to wonder why referrals should start from the top. The answer is very simple. A program that is known to be endorsed by senior management is more likely to draw employee participation.

Infact, senior management support is not a feel good factor for employee referral programs, but a must have if the referral program intends to make a significant impact on the recruiting strategy of the company. By getting the leaders to espouse the cause of employee referrals in company meetings and town-halls, the organization is able to send out a very powerful message that employee contribution to the referral program will not go unnoticed. It also reassures employees that the organization is committed and serious about the referral program and employees who volunteer their time to participate will not be disappointed. Conversely if any member of the senior team does not endorse the referral program, popular employee perception that gets built up is that it is merely an HR initiative and employee referrals are not really a priority in the organizations immediate scheme of things.

It is not merely enough that the program is endorsed by the senior team, they also need to show that they are actively involved in the referral program by proactively reaching out to key people in the team and asking for referrals. The best way to involve senior members is to ask them to refer themselves. This sets a very big example for other employees that if the leaders are taking the time out to refer people, then it must be an organizational priority and employees are also expected to spend some time of other work hours referring good candidates.

There is more than enough truth in the argument that employee referral programs cannot survive without the support of top management. But getting the senior team to support employee referrals is not easy. They need to be convinced about the merits of the referral program and how their support can help the cause. But once you are able to demonstrate the business results that a good referral program can generate, getting the senior team to support the cause of employee referrals should not be difficult. In actual fact, top management support is central to the success of employee referral programs. Top management needs to come out openly and speak about the crucial role that employee referrals can play in helping the organization meet its talent needs. It is only when top management is able to convey the important role that the organization expects each and every employee to play in the talent acquisition strategy of the company that employees are motivated to participate since the appeal comes directly from someone they look up to.

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<h1>Why Should Referrals Start From The Top?</h1> Author: <a href='http://www.articleseen.com/profile_saviovadakkan.aspx'>saviovadakkan</a> Employee referral programs now exist in almost all organizations, but not all referral programs are equally successful. If you consider analyzing factors that are common to all successful referral programs, you will see that organizations that lead the way in employee referrals are able to do so because of strong support from the top. Recruiters often seem to wonder why referrals should start from the top. The answer is very simple. A program that is known to be endorsed by senior management is more likely to draw employee participation.

Infact, senior management support is not a feel good factor for employee referral programs, but a must have if the referral program intends to make a significant impact on the recruiting strategy of the company. By getting the leaders to espouse the cause of employee referrals in company meetings and town-halls, the organization is able to send out a very powerful message that employee contribution to the referral program will not go unnoticed. It also reassures employees that the organization is committed and serious about the referral program and employees who volunteer their time to participate will not be disappointed. Conversely if any member of the senior team does not endorse the referral program, popular employee perception that gets built up is that it is merely an HR initiative and employee referrals are not really a priority in the organizations immediate scheme of things.

It is not merely enough that the program is endorsed by the senior team, they also need to show that they are actively involved in the referral program by proactively reaching out to key people in the team and asking for referrals. The best way to involve senior members is to ask them to refer themselves. This sets a very big example for other employees that if the leaders are taking the time out to refer people, then it must be an organizational priority and employees are also expected to spend some time of other work hours referring good candidates.

There is more than enough truth in the argument that employee referral programs cannot survive without the support of top management. But getting the senior team to support employee referrals is not easy. They need to be convinced about the merits of the referral program and how their support can help the cause. But once you are able to demonstrate the business results that a good referral program can generate, getting the senior team to support the cause of employee referrals should not be difficult. In actual fact, top management support is central to the success of employee referral programs. Top management needs to come out openly and speak about the crucial role that employee referrals can play in helping the organization meet its talent needs. It is only when top management is able to convey the important role that the organization expects each and every employee to play in the talent acquisition strategy of the company that employees are motivated to participate since the appeal comes directly from someone they look up to.About the Author: Savio Vadakkan is the Marketing Professional at ZALP, a leading employee referral tool. ZALP enables organizations to boost their <a rel="nofollow" href="http://www.zalp.com/theemployeereferralblog/blog/importance-of-an-employee-referral-program-to-fill-high-priority-positions">employee referral hires</a> by implementing an <a rel="nofollow" href="http://www.zalp.com/">effective employee referral program</a>. Article Source: <a href='http://www.articleseen.com/Article_Why-Should-Referrals-Start-From-The-Top_306738.aspx'> http://www.articleseen.com/Article_Why Should Referrals Start From The Top?_306738.aspx</a>

Article Source : http://www.articleseen.com/Article_Why Should Referrals Start From The Top?_306738.aspx

Author Resource :
Savio Vadakkan is the Marketing Professional at ZALP, a leading employee referral tool. ZALP enables organizations to boost their employee referral hires by implementing an effective employee referral program.

Keywords : employee referral program, social media recruiting, employee referral, employee referral tool,

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