The research are reflected in the experiences of Polish recruiters? Is it truth?

The research are reflected in the experiences of Polish recruiters? Is it truth?

Among HR profestionals there is probably a person who does not have heard about the referral program. Numerous reports based on global studies conclusively prove that the recomending stuff  is the most effective source of candidates in company. Do these studies are reflected in the experiences of Polish recruiters? We decided to ask the person who answers every week dozens of questions about the referral program- Margaret Siarkiewicz, R&D Manager in Employer Branding Institute.

 

HRstnandard.pl: Is the HR representatives in Poland are aware of the effectiveness of the referral program?

MS: The answer to this question is not obvious. The vast majority of people with whom I have the opportunity to talk, heard of global research. Furthermore, many of these people are ready to promote referral program! These same people often do not believe in successful implementation of the referral program in their organization.

 

HRstnandard.pl: Why people are not convinced?

MS: We have two barriers. The most common concerns stem from the low efficiency of the implemented referral program in the current or previous employer. It also happens that the recruiters are convinced that the program commands produces a pejorative connotations, associated with refferal job.

 

HRstnandard.pl: Why sometimes the referral program does not work?

MS: There is  four most common reasons. Firstly, th referral program are often poorly communicated within the organization. My experience of the workshops with employees of different companies shows that the often long-term employees of companies are not aware of the existence of the organization of the referral program. Secondly, the recommendation from a friend often requires a very large commitment on the side of referral, Thirdly, there is no feedback on the various stages of the recruitment process of a recomended person. Fourthly, the reward for all the effort made is very delayed. Most often we meet with reward in the form of remuneration paid after 3 months since we started our work, which, considering the average time for recruitment ratio also about three months, it means a reward after half a year!

 

HRstandard.pl: Is the solution of these problems difficult?

MS: It is not. Just implement a platform that will automate all these processes.

 

HRstandard.pl: Is the reaction to this solution enthusiastic?

MS: Not… immediately. A large concern is the necessity of long processing implementation with the IT department, or answering to the questions. Therefore, our platform is a SaaS application that does not require installation on computers company, so the number of questions from the IT department is very limited.

 

HRstandard.pl: Who usually asks  about the referral program? Who need referral program or modernization of already existing referral program?

MS: Paradoxically, these are not the most people involved recruitment, but people involved in employer branding, for which the referral program is primarily a tool for building employee engagement. In a situation when we work in our company, automatically looking for reasons why it is worth it to work. Sometimes this is the moment when you first realize that we like our work.

 

HRstandard.pl: Is HRpepper a tool to which only streamline the process associated with recommending employees?

MS: Definitely not. Using technology, we can offer a whole new way of motivating employees based on gamification.

 

HRstandard.pl: What is gamification? It reminds probably quite negative, with the competition?

MS: gamification is based on the use of mechanics of the game. The technique is based on the pleasure of overcoming new challenges. The gamification is important staging difficulties and challenges immediate reward for its success. Therefore, an effective referral system can not be one big delayed prize, and it is a constant reinforcement of prizes, wchich size depends on the commitment it has made by person.

 

HRstandard.pl: And the employees agree with that?

MS: Believe me, the most difficult is conviction the HR department. The most convincing arguments are flowing directly from employees. Therefore we always recommend that in the process of implementation of the referral program to schedule a workshop with employees. Very often it turns out that more valuable than additional compensation for employees is the recognition of others. My favorite example is a company where employees have identified as the most valuable prize statuette similar to the Oscar, which would make on the desk of the person who has achieved the best result. From psychology we know that the best change our attitudes, in this case, the base command respect, prizes are not sufficient to justify our involvement. Only then may experience cognitive dissonance. It’s something that is often not intuitively understandable. Nice trip, a concert ticket, which are winning on our platform, not only the equivalent of a financial, but also provide experience certain emotions.

 

HRstandard.pl: We talked a lot about the referral program from the perspective of HR. Is the introduction of the referral program is associated with some concerns from the employees?

MS: In all the workshops that I had the pleasure recently performer, in various companies, employees emphasize that recommending is the best way of acquiring new employees. The only concern we have before to command others to work, is responsible for the results of a registered person. This issue also solves our application, not allowing HR representative to link directly to a registered person and recommending.

 

HRstandard.pl: Thank you very much for the interview.

MS: Thank you!

 

Learn more about our platform program HRpepper! It’s our original referral application, which you reach passive candidates that fit the culture of your company. With ours mechanisms, you raise commitment to your employees and strengthen the culture of the organization.

We strongly advise reward employees outside material awards. Our favorite award is a „VIP status in the queue for a company canteen for a week.”

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