Get Product Manager Candidates From Referrals For Your Hiring Process

Introduction

In a competitive tech world, you can be facing tough competition when it comes to hiring. To win the talent war, you may want to consider outbound recruiting for your hiring process. Outbound recruiting means that you are going out and finding great candidates rather than waiting for them to come to you. To make this work, it’s helpful for companies to have a referral program in place through which employees and customers can refer product manager candidates who will be a good fit for the company.

Find Product Manager Candidates From Referrals

It's important to note that referrals are not the only way to get high-quality candidates for your company. However, they can help you attract the best possible talent and build a strong company culture. Here are some benefits of using referral programs when looking for candidates for your hiring processes:

• Build a strong company culture: A study by LinkedIn found that over 80% of employees are more likely to stay with their current job if they're referred by someone they know and trust.
• Meet the best candidates: A study by CEB found that referred workers tend to be better performers than non-referred ones because they're more likely to fit into an organization culturally and perform as expected in their roles based on past experience dealing with similar work environments.
• Find candidates are more likely to stick around: In another study from CEB, referred job candidates had twice as much tenure at their companies compared with non-referred candidates who had applied for those same jobs but didn't get them (3 years vs 1 year).

Use An Internal Handbook Or Guide To Outline Referral Programs, Benefits, And Rewards

Employees want to see their company succeed, so it's natural for them to be motivated by referring friends. The key is to create a program that rewards employees for successful referrals and makes it easy for them to refer new hires.

For starters, make sure you have an internal handbook or guide on how the referral program works. This will help your employees clearly understand how they can earn bonus points toward a reward through their referrals. It's also important that these steps are flexible enough that they can be modified as necessary throughout the life of your hiring process.

For example, if an employee recommends someone who ends up getting hired but leaves shortly after starting work (for any reason), then that referral should not count toward their earned benefits/rewards unless there was some sort of miscommunication between everyone involved in setting up the hire (e.g., recruiters not communicating with each other about whether there were openings at another department).

Communicate And Reward Your Current Employees For Referring Product Manager Candidates

It's important to communicate and reward your current employees for referring product manager candidates. The benefits of doing so are obvious: you'll get access to a wider pool of talent, and your current employees will feel more invested in the company.

When communicating with employees about referral programs, be clear about how much they stand to gain financially. You should also make sure that any incentives offered are fair—in other words, don't pay someone $500 for referring just one person if another employee who refers 10 people only gets paid $50 each time!

Likewise, while rewarding candidates after they've been hired is important in terms of celebrating their success (and making them feel appreciated), it's also crucial that we recognize those who helped us find our new colleagues in the first place! Make sure both parties receive some sort of recognition for their participation during this phase of the hiring process.

Give Referrals As Much Consideration As You Give Resumes Received Over The Internet Or Via Job Boards

A referral program is a great way to find talent. It’s a method of hiring that allows you to tap into your existing employee base and tap into the networks of people they know, who may be looking for jobs in your industry. This leads to a higher quality candidate pool because:

• They are already familiar with the company culture and what it takes to succeed there.
• They have been vetted by colleagues who know them personally and professionally; these colleagues can identify any red flags or warning signs before you make an offer, saving you time later on when you might need to deal with issues stemming from an unqualified employee or bad hire

Referral programs also help save money on recruiting costs by helping ensure that companies don't waste time interviewing candidates who aren't qualified for the job.

Celebrate The Employees Who Bring In New Hires

It is important to celebrate the employees who bring in new hires. You can do this by hosting a small celebration at work, or even providing the employee with a reward like a gift card.

The goal is to make sure that the new hires are well-received and welcomed. If you are going to hire someone from outside of your company, you need to make sure that they have everything they need for success and growth within your organization. This includes training and support as well as being treated as part of the team.

Conclusion

As the competition for product managers heats up and it becomes harder to find candidates, referrals will become an increasingly essential source of talent. People love working with their friends, so they’re more likely to stay at your company longer than any other new hire. We think that one of the best ways to build a lasting company is through referrals-based hiring because it ensures that you have candidates coming from a wide variety of backgrounds with diverse experiences and skillsets who can bring new ideas into your business as well as continue building relationships among employees even after they start working there.