Maintaining and managing referral data can be a daunting task when you have a lot of Candidate data that is not maintained properly which makes the hiring task difficult especially for Talent Acquisitions. Most Recruitment professionals find the task of maintaining referral data a bit of a puzzler hence the question, How to maintain and Manage Referral Data in a Referral program? comes to the fore. A popular notion and one that most Recruiters are familiar with is by hosting a referral program. Conducting a referral program is by far the best way to hire and retain talent credentials for easy future access. It is also a great way to create pipelines of talent for ready access when a vacancy presents itself.
Although, a referral program is quite effective when arranged in a systematic manner that makes accessing the data easy there are still some problems that one encounters with an ineffective and inefficient program. Getting referrals and maintaining a database of resumes not required at the present moment still poses a problem to most Talent Magnets. Luckily, we @SourcingAdda have foreseen such a development and have put in place certain measures to overcome such challenges by hosting discussions that address the concerns of Talent Acquisition.
We are able to keep you updated with the changing trends in the Recruitment field thanks to one of our Pune group members Mrinal’s suggestion to discuss on, How to maintain and manage referral data in a referral program? On 2 aspects i.e. 1) what are the possible ways of getting more referrals? 2) How can we manage referral resumes that are not required at the moment? And we’ve shared the conversation for your review in an attempt to help you better maintain and manage your referral database below
The discussion above was very insightful as it shed light on alternatives that one can use to get more referrals and strategies to maintain the referral data as well. Although, most organizations have an Applicant Tracking System (ATS) to maintain candidate databases they may not necessarily have a system in place to maintain employee referral data. In the absence of an effective system to maintain employee referral data then integrating such type of a system into the existing ATS is a good option if it’s a possibility. If integration is not available then you can opt for any ATS software that also has the feature of referral data maintenance which is another alternative. Moreover, if attracting referrals is a concern then you can spread awareness about your IJP or a Referral Program that your organization is conducting via traditional marketing techniques. Some alternatives that you can use to attract more referrals can be by giving employees an incentive such as a referral bonus. You can also create awareness by sending an email to all the employees or put up banners at the office canteen or run advertisements about the referral program and the referral bonus that they can opt for on television if present in the office cafeteria. Apart from all of these aspects mentioned even giving timely feedback on the referral status to the referred employee is essential to foster the referral Program and IJP. Therefore, be sure to stress on giving timely feedback on a referral to the referred as it will increase the possibility of generating more referrals when feedback is given. If employees, realize that you have an effective and efficient referral program or IJP they are more confident of the referrals being considered.
If the information shared has been effective in helping you become more efficient and helped in creating a better and effective; in the maintenance of referral data then you’d like to know more about Candidates Rejected for Cultural Fitment to avoid onboarding candidates that may quit the organization due to company culture differences. And we are certain that you’d also like to find out how you too can contribute to these insightful interactions, then here’s what you can do in 2 simple steps, i.e.
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