Getting Hired Under the Radar: The Referral Factor

Employers are cutting back on the cost of doing business including
their hiring budgets.  The biggest change in low-cost recruiting trends
is using social media sites to find candidates. I recommend you have at
least one public profile on a social media site. However, if you're not
up-to-speed yet with social media sites there's another effective
time-tested method anyone can utilize.  It's called the "Referral
Factor" and it's experiencing an upswing right now.     

 In my inner circle of friends and colleagues 7 people recently found
jobs.  I live in the California where the unemployment rate is one of
the highest in the nation.  Employers love referrals.  Referral
candidates are usually high quality candidates with little or no hire
costs to employers.  They're usually a good culture fit and prove to be
great long-term employees.  Referral candidates are considered to be a
known entity among hiring managers.  If all things are equal with
Candidate A and Candidate B the known entity factor tends to positively
sway the minds of decision makers toward hiring.

On Friday the evening news recently reported the nation's
unemployment rate at 9.5% for June.  With the job market being "iffy" at
best it's been extremely difficult for those out of work to land
positions.   Layoffs continue and no one knows when things will
improve.  Are you working extra hard because there's a job opening on
your team and you're picking up the slack?  You can be proactive in
filling that position.  Keep your eyes and ears open you may run across a
qualified person for the job.  Or maybe someone you know knows the
right person.   That person could get hired and you'll get some work
life balance again.  An additional bonus is you could earn some employee
referral monies.  Some employers pay sizeable sums for employee
referrals that are hired.  One of my former employers paid up to $5000
for qualified manager candidates that were hired.    

It's a good bet you know someone who could benefit with a little help
from you.  Employed or not you have friends and colleagues who'd
appreciate your referral.  Are there upcoming positions in your
company?  Do you know of position openings at other companies?

I remember my parents cautioning me about making referrals because
that person's bad work ethic could reflect back negatively on me.  Don't
let old biases keep you from helping someone.  Now employers hold each
worker accountable for their performance.  Contact your HR Department to
check if your company has an Employee Referral Program and what type of
bonus or reward they offer.  Remember refer only candidates with the
right skills, experience and who are top notch.   The following may help
you qualify: 

• 1. Four Star: Someone known directly on a personal
  and professional basis. You can vouch for the quality of their work and
  character. They meet/exceed the right experience and education
  requirements.

• 2. Three Star:
  Someone you know personally. You can vouch for their character. They
  meet the experience and education requirements.

• 3. Two Star: Someone you know professionally.
  You'll vouch for the quality of their work experience and meet
  experience and education requirements.

• 4. One Star: Someone you known indirectly. You're
  aware of their professional reputation via professional contacts. Meets
  experience and education requirements.

Take the lead if you make a referral outside your company.  Contact
the individual you want to send your referral to by forwarding the
resume of the person you're referring.  This makes it convenient for
your contact to reach out to your referral.  Circle back with your
referral and let them know who received their resume.  Never make a
referral without the okay of the person you're referring.  

Being part of the "Referral Factor" is a way to help others and
possibly yourself in the process.  So when did you say was the last time
you referred someone?

Sindy Thomas

Sr. Recruiting Professional

7/8/10