How can you expand your talent pool and reach with global talent referrals?

1 Define your goals and metrics

Before you launch your global talent referral program, you need to have a clear vision of what you want to achieve and how you will measure your success. Do you want to increase the diversity of your talent pool, fill hard-to-hire roles, reduce your hiring costs, or improve your employer brand? Depending on your goals, you will need to define the key performance indicators (KPIs) that will help you track and evaluate your progress, such as referral rate, hire rate, retention rate, quality of hire, and return on investment.

2 Customize your program for different regions

One of the biggest challenges of running a global talent referral program is to account for the cultural, legal, and logistical differences that may affect how your employees and candidates perceive and participate in your program. For example, some regions may have different norms and expectations regarding referral bonuses, feedback, recognition, and communication. You will also need to consider the local regulations and compliance issues that may affect your program, such as data privacy, tax implications, and anti-discrimination laws. To avoid any misunderstandings or conflicts, you should research and consult with your local HR teams and legal experts to tailor your program for each region.

3 Communicate your program effectively

Another key factor for a successful global talent referral program is to communicate your program clearly and consistently to your employees and candidates. You should explain the benefits and incentives of your program, the eligibility and referral criteria, the referral process and timeline, and the roles and responsibilities of each party. You should also use multiple channels and formats to reach and engage your audience, such as email, social media, intranet, webinars, videos, and newsletters. Additionally, you should leverage your employer brand and value proposition to showcase your organizational culture, vision, and impact, and to inspire your employees and candidates to join and refer others.

4 Provide feedback and recognition

One of the most common reasons why employees and candidates lose interest or trust in a global talent referral program is the lack of feedback and recognition. If you want to maintain and increase the engagement and satisfaction of your referrers and referrals, you need to provide them with timely and constructive feedback throughout the referral process. You should acknowledge their referrals, update them on the status of their candidates, solicit their input and opinions, and thank them for their contributions. You should also recognize and reward their efforts and achievements, not only with monetary incentives, but also with non-monetary ones, such as public praise, career development opportunities, and social events.

5 Evaluate and improve your program

Finally, you should regularly evaluate and improve your global talent referral program based on the data and feedback you collect from your KPIs, surveys, interviews, and focus groups. You should analyze the strengths and weaknesses of your program, identify the gaps and opportunities for improvement, and implement the necessary changes and adjustments. You should also celebrate and share your successes and best practices with your employees and candidates, and solicit their suggestions and ideas for further innovation and optimization. By doing so, you will ensure that your program remains relevant, effective, and valuable for your organization and your global talent network.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?