Make Everyone a Recruiter
 By Rick Dacri, Dacri & Associates
LLC
It gets pretty tiring to be constantly looking for linemen,
engineers and supervisors. Placing ads—hoping, praying that
someone--anyone will apply. The persistent pressure of running
short. The steady questions from employees, from trustees, as to
when you’re getting some help on board. Unless you’re the human
resource manager, you’re dealing with this on top of your
regular job. You’re probably thinking, “I never signed up for
this!” But as much as you lament your wretched plight, finding
good people has to be done and you’re the only one who can do
it.
Unfortunately, I don’t have a silver bullet that will solve this
predicament. You can’t run your business without people and you
don’t need to hear any more reminders about how the availability
of people is going to get worse before it gets better. What you
need is relief. You need help—now.
Step back from your recruitment role and ask why are you doing
this? Consider this: when it comes to finding linemen, who knows
more about where linemen “hang out” than other linemen? Same for
engineers, customer service reps and yes, even general managers.
Take engineers. They belong to the same associations, go to the
same meetings, read the same professional journals, and probably
frequent the same taverns. So why aren’t you asking your
engineer to help recruit engineers for you—engineers that he
already knows.
Your existing people can be your best recruiters. In fact,
studies show that employee referrals generate the best
candidates at a fraction of the cost of traditional recruitment
methods. Your employees will do much of the screening, providing
the candidate with the low down on your organization—both the
good and the bad. Either way, when the candidate becomes an
employee, he’ll come in with his eyes wide open, already knowing
your culture, without any surprises. So, it only makes sense to
start an Employee Referral Program today.
Here are some tips to make your referral program a hit:
1. Promote the program big time: educate your
workforce about what you’re looking for. Build a campaign around
your needs. Make your referral program highly visible and fun.
Use posters, payroll stuffers, fliers, etc.
2. Make it worth it: pay out big bucks. A
referral bonus of a couple hundred dollars is not going to turn
heads. When it comes to referrals, money talks. Consider this: a
2 inch display ad in the Sunday Boston Globe will cost $2,000,
and there is no guarantee anyone will see it, never mind send a
resume to you. So why not give the same money to your employee
when his referral is hired? Remember, you only pay with a
guaranteed hire.
3. Pay all at once: Avoid payouts that are
staggered over time. You’ll get more referrals when you pay out
all at once—on the day the new referrals comes to work.
4. Make it a big deal: never include the payout
as part of a regular pay. Cut a separate check and then
personally deliver the check to the employee when other people
are around to see the payout. You get to be the “good guy” who
delivers the big bucks; the employee gets recognized and
rewarded, while your other employees view this and wonder how
they can reap similar rewards. Talk about a win-win-win. And
watch the increase in referrals after your first payout.
Make all your employees recruiters with an Employee Referral
Program. You will get better candidates. The program will save
you money. And you can finally focus on running your business.
It doesn’t get any better than that.
Rick Dacri is an organizational development
consultant, coach and featured speaker at regional and national conferences.
Since 1995 his firm, Dacri & Associates has focused on improving the performance
of individuals and organizations. Rick can be reached at b>1-800-892-9828,
or
rick@dacri.com |
