{"id":511963,"date":"2022-12-01T18:26:36","date_gmt":"2022-12-01T12:56:36","guid":{"rendered":"https:\/\/www.springworks.in\/blog\/?p=511963"},"modified":"2024-06-20T15:54:44","modified_gmt":"2024-06-20T10:24:44","slug":"set-up-your-referral-bonus-program","status":"publish","type":"post","link":"https:\/\/blog.springworks.in\/set-up-your-referral-bonus-program\/","title":{"rendered":"How can you take your Internal referral bonuses to the next level using EngageWith"},"content":{"rendered":"\n

One of the major sources any Talent Acquisition Manager or an HR professional will rely on is its internal references. Hiring from this source has proven reliable because the candidate is aware of what the company has to offer through the company\u2019s employees before joining. Less time and effort are required to set up the context and filtration. <\/p>\n\n\n\n

But what is in it for the employee who is doing all the work in pitching your company as the best place to work? Most companies have a referral bonus which is paid out once the referred candidate completes certain tenure, depending on the company’s policy<\/a>. That is a win-win for both the candidate and the employee. While the former gets a job, and the latter gets paid for referring them to the job. What is the company doing to leverage this source of hiring?\u00a0<\/p>\n\n\n\n

We saw how internal referrals are a great source to recruit potential talent out there at a lesser cost. Moreover, this cost is going to the employees of your own company, increasing retention costs as well. Naturally, with so many pros, HR professionals and recruiters would want to leverage this source of hiring as much as possible. Let\u2019s look at how Springworks used an internal reference policy and how EngageWith helped us achieve that. <\/p>\n\n\n\n

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