When it comes to hiring, timing is everything. How many stories have you heard about the right person getting hired because they were in the right place at the right time? Or even more common, the right person was referred at the right time. Finding and sending referrals isn’t always the clearest and easiest process for people. And the only way to start getting a consistent flow of referrals is by making the process as easy as possible. Follow these 3 steps to simplify your referral hiring.
Forward-thinking companies leverage their entire referral network. Hiring is the top challenge for startups and Fortune 500 companies alike. Thinking about hiring in a holistic way through referral networks can help you win at employer branding, recruitment marketing, and referral hiring.
It’s hard to overstate the inherent risks and cost associated with hiring, especially for early-stage companies. One wrong hire on a very small foundational team can delay product launches, sales execution or throw off the chemistry of a once well-oiled machine. So when you’re faced with a candidate who checks all the boxes on paper and demonstrates a mastery of the in-person interview, how can you be sure you’ve found the right person for the job?
Here’s the open secret. Every viral brand ever started off by catering to a very specific set of super-evangelists, whether they realized it at the time or not. Apple didn’t become a viral brand because of their 1984 SuperBowl ad. First, they had to focus on the die-hard computer enthusiasts. Everything you now associate with Apple only exists because of its success with those early adopters — the super-evangelists. Employer brands are different though. There’s a reason you probably wouldn’t take out a SuperBowl ad seeking job applicants. It’s because your employer brand is a naturally occurring phenomenon. It already exists, regardless of how much you’ve invested in it. Your employer brand isn’t built through: Promotional ads A beautifully designed[…]
When I was 11, I collected rubber ducks, my favorite color was purple, and Blink-182 was trendy. So behold, my first email address — [email protected] Tragically, this email address did not stand the test of time. You too have probably come to the realization that your email address from the early 2000s is no longer cool. If you haven’t, allow me to drop some knowledge on you — no matter how impressive your credentials are, absolutely no one will take you seriously if you’re emailing them from [email protected] Sorry, but that’s the world we live in. If this is the first you’re hearing of this, have no fear. It’s pretty easy to set up a new email account. Your life[…]
At Drafted, we work hard to show you the best referrals available for your open positions using our custom algorithm. But we know sometimes you want to do the searching yourself. So we are giving you more control over the ability to narrow down candidates in multiple ways. Announcing Network Search, a brand new tool for hiring teams. Now you can search your entire company network in one place. With Network Search you can search by: Job Title Name of Candidate Location of Candidate Seniority of current or previous job Employer history Looking for a Senior Software Engineer that has worked at Google and is located in San Francisco? While using Search Network, you can filter with all of those specifications to create a narrow segmentation[…]
Voicemail is dead. Email is full of spam. If you’re not already using SMS messaging in your recruiting process, now is the time to start. Texting sometimes gets a bad rep in the professional world. It’s seen as impersonal, informal, or confusing for the non tech-savvy. But SMS messaging is the easiest way to reach new candidates and generate fast responses. It’s simple, convenient, and efficient. Texting allows the candidate to read the message whether they’re at home or on the go, and respond at their convenience. SMS messages are opened 98% of the time, compared to email open rates, which have dropped below 25%. That’s not even counting the emails that bounce back — one in four emails are never delivered. The[…]
Whether you’re on the sending or receiving end, cold outreach can be intimidating. It doesn’t have to be. If there’s anyone who has it down, it’s Keith Pescosolido, head recruiter at Drift who helped build their robust tech team from the ground up. After talking to Keith, we got a pretty good idea of what makes a good cold outreach email, so we did the hard part for you and made some templates for every occasion. 1. THE SIMPLE REACH OUT Subject: Catching up Hey [Person], It’s been forever! How’s it going at [their company]? [Drop a quick one liner on what has changed at your company since last connecting]. This cold email works for people you’ve reached out to before, but haven’t talked[…]
This week’s news brought yet another cautionary tale about what happens when companies deprioritize diversity. While we all claim that diversity matters, we put it on the backburner while we focus on revenue growth and product innovation. However, a new report from Lightspeed Ventures about startup recruiting trends suggests that with a few simple recruiting practices, hiring for diversity might be easier than you think. Unlocking the mystery of diversity hiring starts with a program that you’ll find at almost every startup, across all growth stages: the referral program. The reality of startup recruiting: one third of hires come from referral programs Referral programs are the second most common of all human resource programs, only after new hire onboarding,[…]
If you limit yourself to an in-house referral program, you’re neglecting the majority of talent in your network As we’ve written about before, employee referrals are a valuable, powerful tool for building teams. There are several types of employee referrals, and companies with referral programs have higher retention rates and are overall more effective than other sources of hiring. But many companies just incentivize their employees to make referrals – and stop there. In doing so, they’re ignoring a much bigger network of potential talent from which they could be getting introductions to candidates. Even without an external community referral program, 41% of referrals come from outside of your company already. A robust, community-sourced referral program should extend to clients,[…]