Cultural fit is important and a success factor at various levels. A strong corporate culture shows its full potential, especially in times of skills shortages. It is not only one of the top criteria for job selection, but is also reflected in the motivation of employees. The best way to find the right people for your company is through recommendations from your own employees. With an employee referral programme, you can receive digital support and find the right talent even faster.
Corinne puts her personal solution proposal on the table. Andri and Nadine have come up with an idea that is 180 degrees different. Nevertheless, the Team soon finds a good solution. This example shows how the successful implementation of Cultural Fit can have a lasting impact on finding solutions and the way employees interact. Conversely, however, it also shows that different values and working methods of new colleagues than those of the company can stand in the way of successful task fulfilment. The majority of employees want a good corporate culture. Only a few job seekers are prepared to make sacrifices in this area for more money. This means that the "cultural fit" approach also pays off for companies. People who enjoy going to work and feel strongly connected to the company show a higher level of commitment and loyalty. And in times of crisis, a strong corporate culture provides employees with important support and orientation.
Who finds suitable team members?
Recruitment and commitment of talent with the necessary skills and the right cultural fit is a challenge for companies - especially in times of skills shortages. Many companies do not even realise what an effective and cost-saving recruitment tool they already have in their own ranks: their employees. Employee networks are a valuable and excellent source in the search for qualified candidates. The chances of success for successful onboarding are also higher, as employees only recommend those friends and acquaintances who they feel would be a good fit for the company. In recent years, this concept of "employees recruiting employees" has become successfully established in many companies - with the aim of strengthening cultural fit.
What added value is there for employees and companies?
This idea has many advantages. Among other things, Recruitment motivates as a team effort, as employees can have a say and are Appreciated for their recommendations. As authentic brand ambassadors, they not only play an important role in the search for new colleagues, but also contribute to the company's success with the right talent. If employee referrals (and thus also HR) are supported by a digital programme that is easy to use and implement, this saves time and costs throughout the entire recruitment process.
Software now also offers exciting solutions that support this process. One such programme is the Radancys Employee Recruitment Programme. We at HR Campus use this programme ourselves with great success. Our Campus members can use it to quickly and easily share jobs in their networks and directly recommend candidates. Our HR always keeps track of all activities, which can be measured at any time. The Radancys employee referral programme works both as a standalone solution and integrated into an existing recruitment tool. Rewards can be flexibly designed to recognise commitment. Not only is a successful permanent position rewarded, but also other valuable employee activities, such as sharing a job or recommending a former colleague. For even more engagement, the rewards can also be made fun, gamifying the entire referral process.
What leads to a successful employee referral programme?
Software alone is not enough. A referral programme is only successful if it is well supported and maintained in terms of communication and if the company values are authentically communicated to the outside world. This does not just start with the job advertisement. The values must also be clearly defined within the company and practised by all employees. This lays the foundation for new colleagues with a "cultural fit".
At HR Campus, we already fill over 25% of our vacancies through employee referrals. The employees involved remain loyal to the company for longer, the company increases its visibility on the job market, while reducing costs and saving time in the recruitment process. Once again, it is clear that when HR processes are digitised in a sensible and targeted manner, there is more time for people - in line with our motto: Happy Employee, Happy Company.
If you want to find out more, contact us!
