Crafting Employee Referral Programmes


What are the things to take note of when crafting an employee referral programme?


Here are some things to consider when crafting one:

1. Clear Objectives: Decide on what the objective of the employee referral programme is, whether it’s to reduce recruitment costs or to increase employee engagement.

2. Eligibility Criteria: Define who is eligible to participate in the programme, whether it’s open to all employees or specific departments.

3. Rewards and Recognition: Determine what rewards and recognition will be given to employees who refer successful candidates, such as cash incentives, gift vouchers, or extra leave.

4. Communication and Promotion: Develop an effective communication plan to raise awareness about the referral programme and promote it to employees. You can use email, social media or even posters.

5. Tracking and Measuring Success: Set up a system to track the success of the programme, such as the number of referrals, hires, and retention rates.

6. Fairness and Transparency: Ensure that the programme is fair and transparent and the rewards are given out fairly.


Benefits of Employee Referral Programmes for HR Executives in Singapore


What are the things to take note of when crafting an employee referral programme? Benefits of Employee Referral Programmes for HR Executives in Singapore.

Employee referral programs (ERPs) have become increasingly popular among HR executives in Singapore due to the numerous benefits they offer.

Here are some of the advantages of ERPs that HR executives can enjoy:

Reduced Hiring Costs: ERPs can significantly reduce hiring costs, as they rely on existing employees to recommend qualified candidates for open positions. This can lead to savings in recruitment advertising costs, recruitment agency fees, and other recruitment-related expenses.

Improved Quality of Hires: Referred candidates tend to be of higher quality than candidates sourced through other recruitment channels. This is because employees are likely to refer candidates who they believe will be a good fit for the company culture and have the necessary skills and experience.

Faster Hiring Process: ERPs can help expedite the hiring process as referred candidates are often pre-screened by employees before they are recommended for the position. This can save time in the recruitment process, as it eliminates the need for HR executives to screen and interview a large number of candidates.

Increased Employee Engagement: ERPs can also increase employee engagement as they provide existing employees with an opportunity to actively participate in the recruitment process. Employees who participate in ERPs tend to feel more invested in the company and are more likely to stay with the organization for longer.

Better Cultural Fit: Referred candidates tend to be a better cultural fit for the organization as they are more likely to align with the company’s values and beliefs, given that they have been recommended by an existing employee who shares these values.

Overall, ERPs can be a valuable tool for HR executives in Singapore to help reduce hiring costs, improve the quality of hires, expedite the hiring process, increase employee engagement, and ensure better cultural fit.


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