Referrals are the secret ingredient of effective recruitment. The case is clear: leveraging your employees’ wisdom is simply a better way to assemble a winning team than relying on the CV slush pile. But if you’re already on board with the idea that yes, referral platforms like Intrro are amazing, how can you make the case to your colleagues?
Any one of your employees might know someone brilliant and could pull a referral rabbit from their hat. But it’s worth thinking carefully about which of your employees to introduce to Intrro, as engagement levels may vary. By targeting key personnel in a focused approach, you might stand a better chance of getting ‘buy-in’ and meeting your objectives.
Here are three key groups to consider when inviting your first participants.
Even with the best will in the world, a referral strategy can’t be rubber-stamped without getting key executives on board. The solution? You need to dust off some data and use it to sell the benefits of referrals to senior staff.
Here are some tips on the sorts of themes you can cover in order to get your senior team excited:
A diverse workforce means fresh perspectives, better morale and an opportunity to prove to your recruitment team that your company’s organisational culture matters. One way to increase the diversity at your workplace is to invite participants from underrepresented groups on day one. It’s worth keeping in mind that referrals can often result in a clustering of leads from the same background. By setting out your hiring priorities early – such as interviewing a diverse set of candidates in terms of ethnicity, gender and social class – you will be able to use employee referral platforms like Intrro more effectively.
Intrro, as well as tools like Canvas, can also help you understand the diversity of your pipeline, and for example, discover how people self-identify. Intrro can help you build data to measure the success of these initiatives, which could inform your efforts to reduce bias and improve pass-through rates.
A new starter at a company will often be highly engaged, and perhaps more likely to make a referral because they’re keen to make an impression. Not only are they bright-eyed and bushy-tailed; they’ve already got a strong relationship with the recruiting team (because they were hired by them). This ‘honeymoon period’ may last between 45 and 90 days, so it’s worth making sure Intrro is front-of-mind early doors when you hire someone.
Plus, getting into the habit of introducing Intrro when you on-board new starters helps to build a ritual, or muscle memory, and you can build a hiring routine and a virtuous circle of talent leading to talent.
Intrro is a fantastic tool for recruiters to proactively mine their networks for the best talent, not to mention gain valuable reputational insights and useful context before reaching out to a candidate.
But enough talk. Try our free trial and see how Intrro can transform the way you hire staff.
Want a chance to flex your entrepreneurial muscles and transform the way companies build teams?
Contact our support team for any specific requests and you can expect us to reach back within 24 hours.