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Best Practices

Employee Referral Program Bonus Strategy Best Practices: Employee Referral Program Bonus Strategy


INTRODUCTION Bonuses are considered as the biggest motivator

for employees to refer candidates, but the main focus and discussion should not only be the quantum of bonus but also on the criteria and modalities of payment.

Best Practices: Employee Referral Program Bonus Strategy


Some Points To Ponder Upon: ď ą Roles that require highly specialized or niche skills or people with specific domain experience will need to be offered higher bonuses to justify the time and effort needed by employees to search among their connections for people with the required niche skills. ď ą Jobs for which people with the required skill sets are relatively easily available can be offered lower incentives.

Best Practices: Employee Referral Program Bonus Strategy


Some Points To Ponder Upon: ď ą A general thumb rule while deciding on the referral bonus is to peg it at 20-25% of the normal cost of hiring for that role through an external agency. ď ą It is also important to keep in mind that the referral bonus should be perceived by employees to be a good enough amount to justify his or her time and effort in referring candidates and should be in proportion to the value it brings to the organization.

Best Practices: Employee Referral Program Bonus Strategy


ďƒ˜ Plan a hiring budget against each job description. This allows organizations to implement a tiered employee referral bonus program which rewards every employee who has made a relevant referral. ďƒ˜ This acts as a great motivator to draw more referrals. Employee whose referral is finally hired is rewarded with the highest bonus, while employees whose referral make it to the final list but are not hired get a lower portion and so on. Best Practices: Employee Referral Program Bonus Strategy


ďƒ˜ Cash incentives are not the only ways to motivate employees. Small gifts like gift cards or t-shirts or other merchandise offered on a regular basis help to keep employees engaged with the hiring process. ďƒ˜ Another way is to offer employees who have referred candidates an opportunity to participate and win in a larger prize draw like a laptop or a TV or a holiday etc.

Best Practices: Employee Referral Program Bonus Strategy


ďƒ˜ Offering employees the opportunity to contribute their referral amount to a charitable cause attaches a higher value purpose to the employee referral program which in turn helps to draw more employees to this. ďƒ˜ Attach a supplemental referral bonus amount for positions or roles that are hard to fill as they require specialized, niche skill sets.

Best Practices: Employee Referral Program Bonus Strategy


ďƒ˜ If you are looking to hire fast for a position, a good option is to introduce limited period bonus add on for referring candidates upto a specified date post which the supplemental bonus is removed. ďƒ˜ Lastly, companies have gone beyond referral bonuses to recognize employees who have contributed significantly to the success of employee referral program by felicitating them at office functions or with handwritten notes from senior leaders. Best Practices: Employee Referral Program Bonus Strategy


These best practices if used in your employee referral program bonus strategy can help you set up your referral program policy in place. If you need any other help in setting up your employee referral program, ZALP is just a click away

(www.zalp.com)

You may also opt for a free consultation on improving your referral program results. Our employee referral specialists would be glad to help.


The Employee Referral Booster

For more information, visit

www.zalp.com

To book a consultation appointment, drop a mail to

info@zalp.com

You may also call us for any other assistance

1-866-217- 1267

Best Practices Employee Referral Program Bonus Strategy: Zalp  

Rewarding employees in an employee referral program is very essential to maintain a higher participation level in the program. Employee refe...

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