We revitalized our employee referral program by introducing more appealing incentives and simplifying the referral process. A standout success was when a referral led to hiring a project manager who significantly improved our workflow efficiency and team cohesion. This hire not only filled a critical gap in our team but also validated the power of leveraging our own employees' networks. The success story reaffirmed the value of our referral program and encouraged more employees to participate, significantly enriching our talent pool with qualified candidates who share our company values.
About two years ago, our organization launched an employee referral program for former employees. In conjunction with our employee referral program for current employees, this was a way for us to engage with and incentivize both our current and past workforce to refer qualified candidates. It also provided an opportunity for our organization to periodically update former employees about what was happening with the organization, as a way to not only get referrals but potentially get rehires as well. Since that time, we’ve had a combination of rehires, referrals from former employees and referrals from current employees. Those that have come back to the organization have provided good feedback about our multifaceted approach, as they were made aware of opportunities they would have otherwise been unaware of. And those that are referred are generally qualified and generally more prepared as far as the interviewing process is concerned. Due to getting insight from the referring party, they typically have greater clarity about the role they are applying for and the organization.