Why giving a feedback in your employee referral program important

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<h1>Why giving a feedback in your employee referral program important</h1><strong> Author: <a href='http://www.articleseen.com/profile_saviovadakkan.aspx'>saviovadakkan</a></strong><br /><p>When it comes to employee referral programs, there is no such thing as over communication. Responsiveness of the referral program is the number one driver of success, the greater the responsiveness of the employee referral program, the higher is employee participation in the program. Nobody likes to be kept in the dark, especially after going through all the effort of convincing his connections to consider joining the company. Timely feedback gives employee the reassurance that the organization is indeed serious about the referral program and values his or her contribution to the program. A good way to ensure feedback is provided in a timely manner to both the referring employee as well as the referral candidate is to tie in recruiter incentives to hiring through the referral program. This ensures that recruiters accord importance to referral candidates and ensure all stakeholders are kept in the loop regarding the status of the candidate. However feedback has a more important role to play than merely providing status updates. It is a means of letting employees know when they submit a weak referral so that they can be more careful while referring in future. It is also about acknowledging and appreciating when any employee has submitted a very good referral. Infact feedback can be a very important tool to discourage bad referrers from referring and to encourage good referrers to keep referring. Below are a few tips on how you can use feedback as a tool to build a great employee referral program. •Organizations like Aricent have set SLAs that require recruiters to respond to referrals submitted by employees within 48-72 hours of such submission. The response includes acknowledging receipt of the referral and letting them know when to expect the next update. •Accenture has a referral process wherein all employee referrals are tagged. Tagged candidates are given preferential treatment in the recruitment process and their screening and interview is expedited. This helps both the referring employee and the referred candidate to feel special and valued which goes a long way in fostering participation and engagement in the referral program •In case of weak referrals, it is important to give straight and direct feedback to the referring employee on where they went wrong and what are the mistakes to avoid in future. •Similarly, incase of very strong referrals which result in hire, make sure to publicly reward the employee and acknowledge his contribution in order to encourage other employees to do the same. Feedback is to employee referral programs what role plays and simulations are to training programs. Proper utilization is a must to keep participants engaged and interested leading ultimately to success. </p><strong>About the Author:</strong><br />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 effective employee referral program <p> Article Source: <a href='http://www.articleseen.com/Article_Why-giving-a-feedback-in-your-employee-referral-program-important_305234.aspx'> http://www.articleseen.com/Article_Why giving a feedback in your employee referral program important_305234.aspx</a></p>

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

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