However, referral programs can sometimes thwart such objectives as changing corporate culture, assembling a workforce with a new set of skills or bolstering diversity, says John Sumser, a recruiting consultant and author. Companies also should remember that employees may not always make sound decisions when it comes to referrals, and employers unfamiliar with referral programs can inadvertently create an HR phenomenon known as inbreeding, which occurs when companies continuously recruit candidates that are virtual clones of the existing workforce population. Read more here
- Pro-actively seek out your diverse employees and ask them to play a major role in referrals.
- Have the CEO make it known to all employees that increasing diversity referrals is the firm’s number one recruiting priority.
- Put diversity recruiting on the same level as other high-profile corporate priorities.
- Make diversity hiring a primary reward criteria for the CEO and all senior executives.
- Increase the referral bonus for diversity referrals (from 25% to 100%).
- Reward employees a small amount for just submitting the names and phone numbers of diversity candidates.
Encourage employees and provide funding for them to attend events with high diversity attendance
- Assign employees who are attending seminars, trade fairs, and professional association events the “role” of diversity recruiter at the event.
- Help diversity candidates do better in their interviews by being honest with diversity referrals (and all other referrals as well) and telling them prior to the interview what specific skills you will be assessing and what areas they should be prepared to provide additional information on.Read more about these tips from Dr. John Sullivan, an internationally know HR thought- leader here
- In addition, tracking the demographic component of the existing workforce and whether employee referral programs are providing candidates who reflect diversity is important for compliance, says Dianna Johnston, assistant legal counsel with the Equal Employment Opportunity Commission in Washington. See
- The more success stories people hear about, the more they will want to get involved to win those nice rewards.
- According to, there’s nothing to stop you (providing you abide by any relevant tax laws) from adding in external referral suppliers, ex-members of staff, or just about anyone who would be interested in joining your scheme. Read more about these two tips from Nick Leigh-Morgan here
- A properly prepared performance profile can identify and document the essential functions of a job better than traditional position descriptions, facilitating the reasonable accommodation of disabilities and making it easier to comply with the Americans with Disabilities Act and similar laws. - David Goldstein a senior attorney with Littler Mendelson, a highly respected U.S. labor law firm. And according to Lou Adler, this opens up the door to a whole new pool of more diverse, younger, older, military veterans, displaced workers and the physically challenged. Read more here