Sanpo-yoshi Communication
Sanpo-yoshi Communication
President's Column] Referral Hiring
I recently attended a seminar on Referral Recruiting. Referral recruiting" is a recruiting activity based on referrals and recommendations from trusted contacts inside and outside the company.
It is different from mere "connected" or "nepotistic" hiring. In the U.S., about 90% of companies use referral recruiting, and it has become the No. 1 recruiting channel, surpassing job sites and other media as well as recruiting agencies. In Japan, 60% of the hiring at Visional, a Bizreach company famous for its commercials, is done through referrals (not Bizreach). (They say it is not Biz Reach.) The advantages of referral recruitment are that the cost of recruitment is close to zero and that it is easy to familiarize yourself with management and the company, resulting in a high retention rate.
Here is a summary of the seminar's key points.
(1) Ask the president and a few people who like the company to take charge of referral hiring.
(2) Ask those people to list the good and bad points of the company.
(iii) Management takes seriously the opinions that are painful to hear and separates them into those that need to be improved and those that they really want to be accepted.
(4) Produce an appeal book that summarizes these points. (5) List good points and bad points without concealment. The bad points should be divided into those that you would like to improve together and those that you would like the company to accept.
(5) Invite them to various company events (BBQs, drinking parties, etc.) without mentioning recruitment.
(6) After the relationship is established, give them an appeal book and make an offer to join the company. It doesn't necessarily mean they will join the company right away, so we will keep a long-term relationship with them.
This cycle is then repeated. The key to referral recruitment seems to be to make the company a place where employees want to refer their own companies by destroying what is wrong with the company in this process.
I felt that the process of summarizing the good and bad points of the company in an appeal book, further dividing the bad points into those that are to be accepted and those that are to be improved, and then crushing the improvements year after year is not limited to referrals, but is a key element of recruitment and ES.
As a society with a long-term population decline, I believe that once Corona converges, hiring will again become an important management theme. I will continue to listen to the sometimes painful and sometimes infuriating opinions of our employees and make improvements.