Post Hire Networking Referral Strategies

Jonathan Kidder

2 years ago

After a candidate accepts an offer from a company, it is important to have a welcoming and informative onboarding process. This includes introducing the new employee to their team members, providing them with the necessary tools and resources to perform their job, and addressing any questions or concerns they may have. This can help the new employee feel more comfortable and confident in their role, which can lead to better job performance and job satisfaction.

In addition, it is always beneficial for companies to continue networking and generating referrals post-hire. Referrals from current employees can be a great way to find new talent and expand the company’s network. Companies can encourage their employees to refer friends and acquaintances who may be a good fit for open positions, and can also attend job fairs and other networking events to meet potential candidates.

Why referrals are so important?

Referrals from employees can be an effective way to find external candidates for several reasons:

Employees are likely to refer people who they know and trust: Since employees are putting their reputation on the line when they refer someone for a job, they are likely to recommend people who they believe would be a good fit for the company culture and job requirements. This can lead to higher quality referrals than other recruitment methods.

Referrals can be a cost-effective recruitment strategy: Referral programs can be cost-effective for companies because they typically offer incentives to employees who refer successful candidates, rather than paying for expensive recruitment advertising or using outside recruiters.

Referrals can save time in the recruitment process: Referrals can help streamline the recruitment process because companies can skip some steps, such as advertising the job, sifting through resumes, and conducting initial interviews. Instead, the company can focus on interviewing the referred candidates who have already been pre-screened by the employee who referred them.

Referrals can improve employee retention: When employees refer someone they know, they may feel more connected to the company and more invested in the success of the new employee. This can lead to increased employee engagement and retention.

How to welcome a new employee:

A recruiter can make a new employee feel welcome by taking a few simple steps:

Send a personalized welcome message: Send a personalized message to the new employee to welcome them to the company. Include information about their start date, job title, and any other relevant details. This can help the new employee feel valued and appreciated from the very beginning.

Introduce them to their team members: Help the new employee feel more comfortable by introducing them to their team members. This can be done through a group email or in-person introductions. Make sure to provide some background information about each team member, such as their job title and responsibilities.

Provide necessary resources and tools: Make sure the new employee has all the necessary resources and tools they need to perform their job. This can include access to company software, login credentials, and other equipment. Provide them with a clear overview of what they need to know to get started in their role. Give them a FAQ employee that discusses basic questions that they might have before they start their first official day.

Schedule a meeting with their manager: Schedule a meeting with the new employee’s manager to introduce them and discuss any expectations or goals for the new employee. This can help the new employee understand their role within the company and feel more connected to their team and goals.

Follow up regularly: Regularly check in with the new employee to ensure they are settling in well and have everything they need. Encourage them to ask questions and provide feedback about their experience so far. Answer questions and give them updates on different networking events – including affinity networking groups.

Networking for referrals with new employees:

Asking for referrals from a new employee can be a sensitive issue, as they may not yet have established relationships with colleagues outside the company. However, there are a few ways to approach this conversation respectfully:

Give them time to settle in: It’s important to give the new employee some time to get settled into their role and establish relationships with their colleagues before asking for referrals. They may not feel comfortable referring someone they barely know, and asking too soon may put them in an awkward position.

Explain the referral program: If your company has a referral program, explain the details and benefits to the new employee. Let them know that referrals are a valuable part of the company’s recruitment strategy, and that you would appreciate any referrals they can provide in the future.

Ask for their suggestions: Instead of directly asking for referrals, ask the new employee if they have any suggestions for where to find good candidates. They may know of industry groups or online communities where potential candidates gather, and this can help you identify new sources for recruitment.

Emphasize that referrals are optional: It’s important to emphasize that referrals are optional and that the employee should not feel pressured to provide them. Let them know that you value their contribution to the company and that referrals are just one way to help grow the team.

Overall, it’s important to approach the topic of referrals with sensitivity and respect for the new employee’s position. Giving them time to settle in, explaining the referral program, asking for their suggestions, and emphasizing that referrals are optional can help facilitate a productive conversation.

Remember to organize your time well:

Create touchpoints – even in a remote team environment
Take the time to stay connected with your new hires and leadership teams
Check in with new employees
Do coffee chats and meet 1×1 with new hires
Keep the conversation going
Ask them how can I support you?
Earn and gain that employees trust

Learn how to create experience for the applicant by reading: The Candidate Experience ←

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