An Employee Referral Program is a great way for you to find job candidates in a rough economy. You have to balance your efforts, but ERPs can be very effective if used wisely.
As many marketers know, word-of-mouth marketing is crucial in pushing any product and the same can be said for recruiting job candidates. Candidates choose jobs based on the possibility of working with peers on exciting projects that they can be motivated about.
A challenging market requires you to be smart with your budgeting and employee referral programs allow for you to find candidates without the cost of head hunters or external recruiting tools. Those other avenues like online advertising are necessary, but you need to use your ERP.
Also they can reach so much farther as a corporation than as a department that gets labeled as annoying. Let's be honest, a person would like to hear from a peer in the department that they would be working with, than a recruiter that has a potential bias just to get you hired.
You have to be careful to make sure that your employees are being used wisely so they are not distracted from their work and that they don't get frustrated. It can backfire and hurt you, them, and the candidates.
One of the important steps is using some form of web 2.0 or interactive online marketing IM Chat or RSS feeds to get your candidates involved with your employees. If you put a face to it then people will feel more comfortable and get an idea of what their job would be like.
I suggest getting micro sites or niche sites for your employees so that way you can leverage their ability and save their time. They need to be well branded and able to optimize with some form of SEO or SEM.
EnticeLabs has a great product called TalentSeekr that allows for you to brand your company, work culture, exciting projects, and job benefits. They also do an amazing job of leveraging sites by using SEM with many publishers they have relationships with all over the web. - 15254
As many marketers know, word-of-mouth marketing is crucial in pushing any product and the same can be said for recruiting job candidates. Candidates choose jobs based on the possibility of working with peers on exciting projects that they can be motivated about.
A challenging market requires you to be smart with your budgeting and employee referral programs allow for you to find candidates without the cost of head hunters or external recruiting tools. Those other avenues like online advertising are necessary, but you need to use your ERP.
Also they can reach so much farther as a corporation than as a department that gets labeled as annoying. Let's be honest, a person would like to hear from a peer in the department that they would be working with, than a recruiter that has a potential bias just to get you hired.
You have to be careful to make sure that your employees are being used wisely so they are not distracted from their work and that they don't get frustrated. It can backfire and hurt you, them, and the candidates.
One of the important steps is using some form of web 2.0 or interactive online marketing IM Chat or RSS feeds to get your candidates involved with your employees. If you put a face to it then people will feel more comfortable and get an idea of what their job would be like.
I suggest getting micro sites or niche sites for your employees so that way you can leverage their ability and save their time. They need to be well branded and able to optimize with some form of SEO or SEM.
EnticeLabs has a great product called TalentSeekr that allows for you to brand your company, work culture, exciting projects, and job benefits. They also do an amazing job of leveraging sites by using SEM with many publishers they have relationships with all over the web. - 15254
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and helps recruiters with job recruiting for ideal hires. He also endorses a product, called TalentSeekr, for recruitment advertising that reaches five works the audience at a fraction of the cost of job boards. This helps to save recruiters work and money.
