How To Use Referrals To Crush Your Recruiting Targets

Your team is growing and you have a number of positions to fill. You are very proud of the company you’re working for, but qualified talent just won’t come knocking on your doors.

The clock is ticking and you need extra help to find the missing puzzles.

It can be devastating to spend days reaching out to candidates, tackle the response rate and still have just a list of rejected candidates who didn’t meet the requirements.

🤜 You can overcome this impediment easily with referrals.

As an experienced professional, you know that post and pray strategy won’t work. Top talent is not looking for jobs, and therefore won’t be lurking around job boards or applying for the advertised vacancies. So, while you wait for applicants, you start the outreach yourself.

For the cold outreach to work, candidates need to be particularly interested in what you are offering. Whether it’s the tech stack, the product you’re building or simply the location of your office, and your success rate heavily depends on these factors.

You can’t know candidates’ interests before you reach out to them, and cold outreach turns out to be extremely time-consuming.

When it comes to Linkedin, endorsements may be highly ineffective, yet influential in making decisions to reach out to certain prospects. However, endorsements mean very little. So, even if your reach out is successful, it won’t guarantee you will make a placement.

This is what brings referrals to the shiny first position when it comes to the source of hire. The 82% of the companies we surveyed shared that their best source of hire are referrals.

When executed correctly, referrals become #1 source of hire and result in significant costs and time savings. Now that we figured that referrals are way more successful than cold outreach, let’s see how you can use the power of the community to build an amazing talent pool.

Create your Candidate Persona. For real.

Job description should tell a story. But not just any story. It’s the first interaction with your prospects. You want to inform them about the responsibilities of the advertised position and give them a value proposition.

To define what could be the value proposition for your candidates, first you need to create a candidate persona.

We wrote a guide on how to make a candidate persona. But if you really want to visualize who’s your ideal candidate, you need to give it an extra touch.

Start with the job title and see if it fits the candidate persona you’re after, then work your way down to what you are offering. Yes, the job description must contain information on what it is that you offer and therefore is a part of the value proposition. Design your job post realistically.

Instead of listing their demographic characteristics, ask yourself about their hobbies, what kind of content do they engage with, and where do they usually hang out on the internet.

⚡ Great talent pool built on referrals starts with a great candidate persona.

The better I understand who you are looking for, the more successful I will be in recommending people for the advertised position.

Skip the Queue

You know that feeling when you publish a job post and then… well, nothing happens?

Long gone are the days when post and pray strategy would work. Back when it worked, the human resources department was called personnel and most of their duties were administrative. You could post a job, sit back and wait for applications.

Digitalization and automation tools have found their place in human resources shaping it into a symbiosis of marketing and people management. If you are an HR professional nowadays, I can bet you are a master of different skills and knowledge, from labor laws to social media management.

You know just posting a vacancy won’t work if you want to get A players on board.

Internal Referrals, External Referrals & Recrooitment

👉 Internal referrals have its advantages.

Recommendations made by a colleague are valuable for several reasons.

One of the main positive aspects of internal recruitment is familiarity with the company’s culture, values, methods, ways of working, and overall situation from within. And it works both ways.

Employees will recommend people they’ve worked with in the past, friends, or acquaintances. Internal referrals are a declaration of skillfulness, both technically and social-wise.

No one wants a miss-hire on their team.

👉 External referrals, on the other hand, have different pros.

The pool is bigger.

Time is being saved when you cooperate with staffing agencies. Their sourcing is more efficient from several points of view. It somewhat allows the current team (HR staff included) to focus on some core stuff, retention strategies, employee satisfaction, and similar vital topics. Which brings us to Recrooit.

How Would You Like to Have the Best from Both These Hiring Options Combined?

Because that’s exactly what’s on our minds.

Recrooiting implies THE biggest talent pool.

Internal referrals are handy, but the choice is still narrow. Recruitment agencies drive results, but their ways around the communities are limited compared to tech talent knowledge of industry and professionals who stay away from LinkedIn and other popular platforms.

The usage of a crowdsourcing platform equals meeting top talents from all over the world. Which includes those who haven’t taken a peek at any job board in ages.

post a job

Recrooit allows you to discover and hire hidden candidates effortlessly.

When even the Boolean search fails, tech experts and recruiters sourcing simultaneously are bound to succeed.

Related Posts

Sorry. No data so far.