With the current labour market tight, organisations are pulling out all the stops to recruit suitable talent. Besides using employer branding (hey, what a good idea!), recruitment and selection agencies, social media channels and countless recruitment websites, more and more organisations realise that a 'referral bonus' can be of value. With amounts of €1000 or more, they try to entice current talent to propose new colleagues from their own network. We call this form of internal recruitment Referral Recruitment.
Employing Referral Recruitment is a good idea, if you ask us. After all, the numbers don't lie: various studies show that 45% of candidates brought in via referral end up staying with the organisation for 4 years or more. A great result, but we still recommend taking a different approach.
Continued enthusiasm
Indeed, a financial contribution bonus does not always have the desired effect. This one-off payment soon disappears 'on the big pile' or is even forgotten after some time. And that is of course not what you want to achieve if you want to keep motivating your colleagues to bring in referral candidates. So turn the financial referral bonus into an experience, tailored to the value and needs of your talent. Chances are that this will not only linger longer in the talent's memory, but will also be shared more widely in his or her network. The (in)direct consequence of this is that the talent and his or her colleagues will be inspired to look further in their network for potential candidates for the organisation.
Think of a day at an amusement park with an overnight stay for the whole family, skydiving or, as we do at Goals, a day of shopping with the boss' credit card. Such an experience is not easily forgotten and becomes a great story to tell endlessly.
So ask yourself, or (even better!) your colleagues, the following question: 🔥 What unforgettable experiences do colleagues in this organisation get excited about?
