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Talent Scouts
Picture of Verfasst von Sabrina Kern

Verfasst von Sabrina Kern

What Is a Talent Scout?

An employee referral program succeeds when employees are committed to it. They share job ads in their networks, increasing your company’s reach to the workforce. This allows the company to find talent that is a good cultural fit in an authentic way. That’s why at Firstbird we call these employees Talent Scouts.

Firstbird has now become Radancy.

We have merged with Radancy, the global leader in talent technology. Learn more

What Is a Talent Scout?

Talent Scouts are employees who help to find suitable talent. They are referrers and share jobs in their own network. They are part of the recruiting process and actively help shape organisations. They are brand ambassadors and the most authentic way of recruiting. A Talent Scout network can also be expanded to include former employees, interns or partners.

Why Does a Company Need Talent Scouts?

The spotlight on the applicant market has dimmed. Many industries are affected by an increased shortage of skilled workers. Traditional recruiting methods have reached their limits, and TA departments are looking for new recruiting strategies. Involving employees in the recruiting process opens up new options. Talent Scouts often have extensive networks, whether in their circle of friends, university, or previous employment relationships. Contacts are made for a lifetime and are often kept, especially since LinkedIn and XING exist.

If employees recommend jobs to their network, your company can reach many people who may not be actively looking for a job. Talent Scouts have direct access to the passive labour market, which is increasingly important in times of skilled workers shortages. If someone gets authentic insights into a new company from someone they trust, they could consider changing jobs. Talent Scouts provide first-hand information so that candidates can assess in advance whether the position and the company are right for them. Talent Scouts also become brand ambassadors and speak outside the company about the employer.

Recruiters, in turn, benefit from professionally and culturally suitable candidates. The time-to-hire is also significantly shorter, as the applicant already knows more about the company. If the company also uses a digital employee referral program, this can be integrated into their existing applicant tracking system, and there is no additional effort.

In most cases, the administrative effort is even reduced. Finally, employees are automatically notified of new jobs. Recruiters can keep track of incoming referrals and can reward and track accordingly when referrals are hired.

Talent Scouts

How Do You Turn Employees Into Talent Scouts?

There are many ways to attract employees as Talent Scouts, and here are a few examples: A good company culture is important to attract employees as Talent Scouts, so you need a good company culture. Employees have to feel good about their work environment in order to be able to recommend it. Additionally, it is important to get employees on board at an early stage. Regular, transparent internal communication creates trust. Continuous involvement in the recruiting process by notifying them of the latest jobs is also recommended. Talent Scouts can only provide support if they know where their help is needed.

Monetary and non-monetary rewards: their commitment should be recognised. It is important to thank employees for their commitment. Numerous companies make use of non-cash or cash bonuses. Depending on the company’s capabilities, an honest “thank you” is often enough.

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.


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1. 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.

2. 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.

3. 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:

1. 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.

2. 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.

3. 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.

4. 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.

4. 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.

5. Managers are role models

Be a role model. Show them how it’s done and your Talent Scouts will do the same for you.

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