What Happened to Your Employee Referral Program 4 Ways the Right Tech Can Spice It Up

What Happened to Your Employee Referral Program 4 Ways the Right Tech Can Spice It Up More companies are looking to hire more and more people, which is good news for job seekers. A 2015 iCIMS study found that 85 percent of the 107 HR professionals surveyed expected hiring to increase or stay the same at their companies in the coming years.But are employers using the best available methods tomeet their growing needs?Fortunately, many companies have gottensavvy and are improving their sourcing strategies by turning to employee referral programs. According to that sameICIMS study, 63 percent of organizations have a documented referral program, and more than half of the HR professionals surveyed agree that referred employees stay longer, feel more satisfaction, and are better cultural fits.What it takes to run asuccessful employee referral campaign will depend on each companys specific needs and capabilities, but no matter the size of anorganization, tech nology is always a criticaltool. Large and small companies alike canbenefit from using tech platforms to get all hands on deck when it comes to employee referral programs.Here are a few ways in which the right tech can contribute to a successful employee referral campaign1. Interactive DashboardsTake the hassle out of referral submissions, position tracking, and reward fulfillment. An interactive dashboard engages employees with exciting, easy-to-usetechnology.Your employee referral program should be focused on the employee. It should maketheir lifeeasier. A dashboard allows them to check the status of their referrals and track their progress in real time.The interface should include all the relevant information at a glance, conveniently organizing the entire experience. Customize it so employees can quickly digest the information they need like how many of their referrals are being screened in a convenient way.2. AutomationAutomation is everyones favorite word when they think abo ut technology. A strong tech platform automates several processes to reduce the legwork and waste associated with paper-pushing. With the right tech, tracking and distributing referrals is automatic, freeing up time for HR to focus on expanding awareness ofthe employee referral campaign.Drumming up some friendly competitionis a crucial component of a successful campaign, so it may be a good idea to track metrics for the entire staff and use this data to keep the competition going. Participants can view the leaderboard to see how each person is performing in real time.Encourage employees to create profiles on the referral platform,if possible. That way, theycan sync their professional connections and the technology can pinpointwhich of their contacts is the best candidate to refer for a given role.3. Ambassador ToolkitsYou want your employees to become brand ambassadors, spreading the positivity associated with your company. Use technology to educate your staff and teach them the tac tics they need to be the best possible ambassadors for your brand.Create toolkits that consist of training materials. Write workbooks with exercises that help employees develop deeper understandings of the employer brand, the message you want them to communicate, and the best ways to spread that message. Offer pamphlets that supplement employer brand workshops. Arrange for presentations that offer actionable advice. Each employee should have a clearunderstanding of the companys values, vision, and mission so they can connect with referrals in a meaningful way.A major component of being a brand ambassador involves reaching out to professional networks and followers on social media outlets. A survey from Weber Shandwickfound that only 33 percent of the 2,300 employees surveyed said that their employers encourage them to use social media to share news about the company or their work.Be proactive. Tell participants to make the most out of the social media boom by strategizing relevant p osts and sharing important company details so their connectionswill feel excited to learn more about your organization and the opportunities it offers.4. Rewards and RecognitionTie rewards and recognition into your employee referral strategy. When employees feel valued and celebrated for their contributions, they are motivated to continue participating.Choose your reward systems wisely.A 2015 LinkedIn survey found that while only 40 percent of the 200 employees surveyed said they make referrals for rewards, 96 percent said acash bonus was the most appropriate type of reward.While cash is always effective, that doesnt mean you cant come up with other fun and creative reward ideas. There are three influential factors financial, social, and altruistic. Financial can include prizes like gift cards, music streaming subscriptions, or baseball ticketsSome people are more motivated by social recognition. Rewards can range from a simple thank-you email and a Top Referrer t-shirt to a celebr atory outing to toast the winner or an additional paid day off.Altruism is also a strong motivational tool. Offer incentives to the winner by donating to their favorite charity, building a well for clean water initiatives, or buying them a U.S. national park pass for the year.When you integrate technology into your employee referral program, you design an engaging, fun game of sorts that provides instant gratification and ongoing feedback. Your employees become excited to participate and striveestablish themselves as the best brand ambassadors for your company.Kes Thygesen is cofounder and head of product at RolePoint.

Why Being Your Own Boss at Work Isnt Easy - The Muse

Why Being Your Own Boss at Work Isnt Easy - The MuseWhy Being Your Own Boss at Work Isnt Easy It must be so nice to be your own boss.Thats probably the one thing thats repeated to me most frequently upon people finding out that I make my living as a freelancer. Well, either that or Oh man, I wish I could work in my pajamas or, Do you actually make money? I wont deny it- being your own boss definitely has its perks. I can manage my own schedule and workload without having somebody breathing down my neck and I dont have to worry about any clashing personalities or communication styles.However, Ive noticed that many of the people who seem to fantasize about how great my boss-less life must be are often missing a couple of the big downsides that come along for the ride. And, believe me, those really do exist. For starters, I feel the need to clarify the biggest thing that people tend to forget Just because I dont have a boss in a traditional sense doesnt mean Im floating along happily wi thout anybody I need to report to. Remember, I make my living by keeping my various clients happy- which means I often wind up feeling like I have dozens of direct supervisors. In those situations, reporting to just one person seems like a leikoranversly stroll through the park. Im sure many upper-level managers often feel this same way. Theres this perception that once you reach the top zulaufg of that ladder, you get to work in total isolation. You dont have anybody telling you what to do and when to do it- you have nobody expecting anything of you. But, its time for a major spoiler alert That simply isnt true. At all. You still have responsibilities to uphold and accountability to the people around you- whether thats your direct reports, your colleagues, or your clients. Trust me, not having a conventional manager above you in the hierarchy doesnt mean that your work life is stress-free. Secondly, I think that many people often see the fact that I dont have a boss. But, they fail to bring together that other piece of the puzzle- which means that Im the boss. And, while that sounds fun and impressive, it can sometimes result in a lot of headaches.Those difficult conversations that Id prefer to delegate up to a superior that I feel is better equipped to handle them? Not an option. Those times when Id like to run a big idea by someone with a lot of industry expertise and sage advice? Well, unless my dog counts, I dont always have immediate access to somebody who can provide some much-needed guidance. When Im feeling completely stuck on a challenging project? Again, its either my dog or my dear friend Google. I definitely appreciate missing out on some of those annoyances that come along with needing to navigate a successful professional relationship with a superior. But, Ill admit that there are plenty of times throughout the workweek when I actually wish I had a more traditional structure that I could lean on for some help, inspiration, and mentorship- even i f that meant I had to deal with a little bit of micromanagement or a few unrealistic deadlines (lets be honest, I still have to deal with those things anyway).So, yes, managing your relationship with your supervisor can be tough. And, yes, there will likely be times when he or she can really get under your skin and drive you up a wall. I even recognize that there are some horrible bosses out there who make the independent life seem that much more appealing. However, if you find yourself constantly gazing over at those boss-less pastures with hope and adoration, remember that the grass really isnt always greener on the other side. In fact, things can be just as tough on the opposite end of that fence. The only difference? You wont have someone who you can lean on to help you through it.Photo of person working courtesy of Mint Images-Tim Robbins/Getty Images.