Referrals can be an absolute game-changer in recruitment.
When someone in your network recommends a candidate, they often have firsthand insight into the person’s skills, work ethic, values and ambitions. This insider knowledge results in higher quality candidates who are a better cultural fit for your organization.
It’s no surprise then that referrals are shown to speed up the recruitment process, improve retention rates and contribute to a happy workplace culture.
But where do you start to get the referrals rolling in…?
Who do I ask?
It is rare to get referrals without asking. But who should you approach? Your current workforce and industry networks are a goldmine, and asking for referrals can actually strengthen professional relationships as you demonstrate how valuable their opinion is to your organization.
Who to approach for recommendations:
- Current employees
- Previous employees
- Professional networks
- Industry associations or groups
- Linkedin contacts
How do I ask?
Be clear and specific, providing details about the role and the type of qualifications or experience you would expect. Defining and communicating the ideal candidate will improve the quality of your referrals.
You could also provide resources, such as social media posts or email templates, for your employees to easily share with others.
Consider implementing an employee referral program with rewards for successful referrals. This can be a financial bonus, extra time off, or other appealing incentives – anything that will motivate your employees and contacts to actively participate in the referral process.
Build a strong referral culture
To continually reap the benefits of referrals, build a sustainable referral program within your organization. Celebrate and thank employees who have made referrals, even if it didn’t lead to a hire. Make sure to share success stories.
Establish measurable goals for a referral program and track its effectiveness. As you experiment with different referral approaches, this is an opportunity to track the number of referrals, conversion rate and retention rate so you understand what is and isn’t working.
In the end, the most important thing to do is ASK. In a competitive market like Japan, you need to knock on every door available to you and make referrals a key part of your hiring strategy.
At Morunda, we know who to ask. With the largest database of healthcare professionals in Japan, we have access to high quality candidates not only ‘on’ the market, but ‘in’ the market. Book a discovery call today.
