An employee referral program lives through the commitment of its employees. They share job ads in their networks and generate reach. Your company finds culturally fitting talent in an authentic way. That’s why your employees are called Talent Scouts at Firstbird.
What Is a Talent Scout?
Why does a company need Talent Scouts?
How do you turn employees into Talent Scouts?
Money is not everything and is not the only motivating factor. Creative rewards can be particularly motivating. This was proven in our Employee Referral Employee Benchmark Study, in which 143 companies worldwide were asked about their reward strategies.
- Reward shop: motivate employees in the long term
In order to motivate employees in the long term, it is advisable to reward even small successes and not only reward them after they have a referral that’s been successfully hired. Since motivation varies from person to person, Firstbird provides a reward shop where Talent Scouts can choose their rewards themselves.
- User friendliness: it should be easy
Not every professional group is familiar with computer applications. In order to turn employees into Talent Scouts, you need a simple referral program or, at best, a mobile app. That way, they can flexibly share job ads with their network regardless of their location – for example with a link via email or via WhatsApp.
- Competitions stimulate the desire to participate
An integration of the referral program into a company’s existing applicant tracking system makes it easier for recruiters to send job ads to the Talent Scouts. Furthermore, it is easier to understand which applicant is linked to which referral and which employee should receive a reward. Statistics on who has already made successful referrals, and how many, or who has achieved the highest reach can also provide suggestions for internal competitions which further motivate employees to participate.
Tips for Talent Scouts
Talent Scouts may initially be unsure of how and where they should share jobs or represent their company externally. The following tips ensure more confidence:
- A professional appearance on social media
Ask your Talent Scouts to update their social media profiles. LinkedIn, XING, Facebook & other sites offer a variety of options for personalising your own profile. Careful attention should be given to a uniform company name, as well as the time employed at the company. These aspects will help the employee represent the company clearly and with trust.
- Social media guidelines remove barriers
Older people in particular are unsure of how to use social media, but they may want to help with the search for new candidates. Clear social media guidelines, training courses and seminars can provide confidence. Everyone has to pull together to sharpen the employer brand and give it a positive boost.
- Relevant job sharing leads to success
Overly frequent sharing of jobs of all types in your own network is quickly perceived as spam. Talent Scouts are encouraged to think and share jobs that are relevant to their network.
- A picture is worth a thousand words
Provide an image or two, or some video material and you will increase the visibility of your job postings. This makes it easier for Talent Scouts to create posts.
- Have a fixed contact person for questions
Establish a fixed contact person who is available to Talent Scouts for questions. As a result, employees will know who to turn to and remain motivated.
- Managers are role models
Be a role model. Show them how it’s done and your Talent Scouts will do the same for you.