Recruiting in a recovering economy can be challenging, but it doesn't always have to be. Employee referral programs are a strong way to bring in potential talent when it comes to business costs and hire times. The new-hire quality that's often brought in to interview with a company is typically high, particularly since a current employee – an individual who knows the ins and outs of the business model – is referring a peer for screening.

Businesses can save both time and money by strengthening their employee referral program. Listed below are three tips on how to inject some life into a current referral program:

  1. Create a functional process: Nothing holds up an employee referral program more than the back-end logistics of hiring. While human resources departments are in place for a reason, they often face a multitude of daily tasks, which can slightly delay potential onboarding. A best practice in creating a functional process is to outline communication up front so employees know what happens once they submit a referral. Complete transparency in this situation benefits all parties involved.
  2. Make referrals a priority: Industry website Talent HQ suggests businesses should build a distinct campaign around their referral program by providing consistent messaging and reminders to employees. Another great way to get current employees on board with the process is by offering adequate compensation for referring a potential quality prospect.
  3. Increase the reward: If a company is looking for a distinct position, it shouldn't be afraid to up the reward for finding a new employee, says. If only a few staff members are referring peers for the position but the right person hasn't interviewed yet, a business can open up the search to the entire company and increase the potential reward for finding a quality new hire.

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