How To Create The Best Employee Recruitment Strategy
An employee recruitment strategy, also known as an employee referral program, is a strategic plan and structure of action which helps companies identify and find potential talent pools by cultivating relationships with individuals in their most likely prospects and bringing the most desirable talent onboard. The concept is simple enough. If a company has a […]

An employee recruitment strategy, also known as an employee referral program, is a strategic plan and structure of action which helps companies identify and find potential talent pools by cultivating relationships with individuals in their most likely prospects and bringing the most desirable talent onboard. The concept is simple enough. If a company has a pool of people that they believe may be good for the job, but are just not actively seeking employment, they can build a relationship with the individual and make an offer to them. When an employee accepts the offer, they are a representative of the company who has referred the person and their skills and experience make them valuable to the business.

The process is one of great value to any company looking to hire new talent or fill their pipeline. Not only does it bring potentially great people into the company, but it also helps to weed out those who are not going to be productive or effective contributors. It is important to realize that human nature is such that not every person who is referred is going to accept the offer of employment. Many will either decline the offer, decline the payment, or simply not apply at all. For this reason, employee recruitment strategies take steps to ensure that the most promising candidates are referred to potential employers. They may do this by setting up interviews, providing background information, and screening applicants to make sure that only the most suitable and promising candidates find employment with the company.

One of the key elements to an employee recruitment strategy is the fact that it establishes and maintains a relationship with the people who work for the company. This relationship is built through several channels including referrals, recommendations, and interviews. Referrals from existing or former clients, former supervisors, or current employees are some of the best practices for the process. In turn, these referrals will give a history of past success for the company, and an idea of the level of satisfaction from current employees. Interviews can also provide information about past successes and failures, giving managers a picture of the skills necessary to recruit the best and brightest applicants.