1. Company Website
A company’s website could be the first point of information about an opening.
• It should act like a “virtual walk-in” where a direct link is provided to the company’s career page.
• The number of clickssteps to reach the job description should be minimal.
• The specific openings for ‘A’ candidates, women, minorities and interns should be clearly stated.
• It needs to give complete information about the job – the benefits offered, employee testimonials
and career progression.
• It should also provide information regarding
involvement projects to prospective employees.
the corporate culture and
2. Job Boards
• Research data showed that 84% of organizations post jobs to one or more online job boards as part
of their recruiting efforts .Organizations that do use online job boards report significantly greater
improvement across key recruitment measures than those that do not.
• This could also be followed up by an update on the status of their applications.
• A step up would be if the organization would confirm receipt of applications, thank candidates for
their interest and inform them of the next steps.
3. Business and Social Networks
• Networks like LinkedIn formed through business and social connections, use a chain of mutual
acquaintances to provide a large pool of skilled potential candidates who may or may not be
actively looking for new opportunities.
• These provide an opportunity for recruiting managers to act as headhunters or even draw out
passive job seekers who might possess skill sets suited to specific jobs.
• They provide an economical and easily available means for
global coverage to small and medium scale organizations.
• This is a low cost user friendly way to spread information to potential employees.
• It can improve market reach as it is linked with other blogs and tends to get passed on through
• It adds a human touch to the electronic medium.
5. Employee Referral Tools
• Employee Referral Program is an internal recruitment method employed by organizations to
identify potential candidates from the existing employees' social networks.
• It attracts quality candidates who may not apply through traditional channels.
• Referred employees have higher retention rates and increase employee engagement in the
company. A good referral program starts with creating a work culture that has a positive employer
Empowered with breakthrough features that
tap into the full potential of Social Media and
an extremely user friendly interface, ZALP is
every organization’s perfect Social Employee
Referral and Social Recruiting Software.
ZALP helps organizations boost their employee
referral output by upto 72%
7 easy and convenient ways to refer
The success of any employee referral program depends on one primary factor:
ZALP gives employees not one but seven easy and convenient
ways to make referrals. This ensures increased employee
participation like never before.
ZALP’s social media integrated features make the referral
process for employees not only easy but also fun.
For more information, visit
To book a free demo, drop a mail to
You may also call us for any other assistance
Do you already have an
Employee Referral Program?
Get a personalized indexing report for your organization that helps
you benchmark your referral program against industry leaders and
understand key performance indicators better.
Register now »
ER-i is the first ever initiative on employee referrals that brings together recruitment leaders
from all across the world to set the benchmarks of an employee referral program.