It may seem intuitive, however many job seekers who are presently employed inadvertently blow their cover when embarking on the job hunt. Almost all of the popular online job hunting platforms are public, and even when using discretion, a simple update on LinkedIn could tip a current employer off.
For companies seeking out rock star talent, this poses a challenge. How do you know that someone’s looking for your business when they’re not able to market themselves as hirable? That’s where your employee referral program (ERP) comes into play.
Attracting talent from another firm does not have to be broadcast to the entire world. When your employees bring you referred candidates, at no point is their information posted publicly where a snooping current manager might find it.
So how, specifically, can your ERP come into play when bringing in top talent on the sly? Let’s dig in.
The Resume is a Dead Giveaway
By encouraging your current employees to acquire a resume from a candidate in their network personally, at no point is their resume put out on the Internet for all to see. This personal exchange, often between personal email addresses does not raise flags at the candidate’s current employer as company resources (email, computer, etc.) aren’t being used. Additionally, because the resume is coming in directly from a personal source, you can bet that the candidate will be higher quality, as a personal contact with your current employee.
After-Hours Networking Meetings Are Your Friend
Nothing raises more red flags than frequent absences from the office. At a certain point, any manager will start to fear the worst and assume that an employee is sneaking out to interview. Instead of scheduling one-on-one interviews with referred candidates during the workday, consider an after-hours mixer or networking dinner. This allows you to meet several candidates at once. It also gives you another way to incentivize your employees to make referrals, by inviting them to special networking meetings in their off time. You’d be surprised at the morale boost you create with an open bar tab.
Make sure you educate your employees on using discretion when making a referral. When one of your employees brings a qualified candidate your way, there should only be three people involved: Your referring employee, the candidate, and your HR department. Make sure there is no social media posting or otherwise done on the part of your referring employee. By educating and encouraging your employees to be secretive in their referrals you protect the new incoming candidate from getting uncovered by gossip or tales from the grapevine.
By utilizing a strong ERP you encourage currently employed candidates to explore openings with your firm. Often times it is those who are currently in a position at a different company who may best be suited for your ranks. By arming your current employees with tact and discretion you can ensure they continue to bring in rock star talent.