Internal push is almost every enterprise HR can not get around the recruitment method.

Instead of looking for a needle in a haystack to buy a resume and invite an interview, internal referrals may be the least costly way to recruit.

However, for employees, they actually have many concerns:

Do I really have to recommend it? Would you cheat a friend?

Who is the recommended resume sent to? Is it an email? Or wechat direct?

What are the requirements for positions that require internal extrapolation? Do you need to prepare any materials?

When will I get my feedback? Where should I look?

Thinking about it, simple things become complicated, so everyone is not willing to give themselves trouble after work, and HR is in a dead situation where the internal promotion effect is not good and the enthusiasm of employees is not high.

How to do a good job of internal operation? We have prepared a complete internal project proposal, hope to enlighten you.

Before starting the extrapolation project, HR must clarify the participation process and rules for extrapolation.

If the extrapolation method is too complicated, it will discourage a large number of employees who are afraid of trouble, so the design of the extrapolation process should be simple, fast and operable.

When designing the extrapolation process, you need to consider:

· Whether the extrapolated project is short-term or long-term

· Which internal/social media to promote on

· How should employees share positions

· How do employees submit a referral resume

· How do employees check the internal progress

· How many referrals can each employee make at the same time

· What if multiple employees recommend the same person

· Whether direct leaders and employees in the same department can participate in internal promotion or receive rewards (which may affect enthusiasm)

· Centralized management with unified internal promotion tools, convenient for employees to browse all internal promotion positions in one stop, and easily submit key information or resumes of referees

To maximize engagement in the push-in program, companies can create various types of rewards to motivate employees, such as:

· Points (At present, the Dayi system has connected with the points mall platform, supporting the exchange of Tmall, Jingdong, NetEase and other massive goods, and enterprises can customize the reward content, please consult your csm consultant to learn about opening)

· Cash

· Gifts

· Gift Card

· Transfer or paid leave

· Quarterly Prize draw

· Public recognition within the company

Under the so-called heavy reward, there will be brave men, and enterprises can appropriately enhance the value of rewards according to the importance and urgency of positions when setting rewards. Of course, the system also supports the setting of different integral rules according to different positions, which is convenient for enterprises to standardize the management of extrapolated integral.

After designing the process and rewards, HR will officially carry out the internal promotion project. With the advancement of the project, HR will adopt different publicity strategies.

In the early stage of the promotion, HR should pay attention to:

· Taking into account employees' different preferences for browsing information, promote the in-push activities by Posting posters in emails, short messages, work groups and office environments, and presenting them in formal meetings

· In addition to entry-level employees, HR can try to collaborate with the head of the hiring department to pass on extrapolated information from top to bottom

· Continued to maintain the heat of publicity, and made the activity deeply rooted in people's hearts through repeated marketing

· The promotion of internal promotion is included in the training of new employees, and the seeds of internal promotion are planted in advance

After the internal promotion activities have achieved certain results, HR can further optimize the effect of internal promotion through the following publicity means:

· Publicly thank highly engaged employees through work groups, moments or public accounts

· Organize lucky draw activities every quarter, and publicize the winning cases among employees

· Cooperated with the promotion of festival hot spots, generated festival recommendation posters in the system to create a recommendation atmosphere

· Focus on the promotion of positions with high recruitment difficulty, and enhance the intensity of incentives

· Promote the internal promotion plan at internal and external job fairs to obtain more referrals

Good internal promotion can not only enhance employees' understanding of internal promotion activities, but also help enterprises establish a good employer brand image, thereby improving employee satisfaction and reducing turnover rate.

HR should review each stage of the internal promotion project to judge the operation effect of the internal promotion channel. The measurable indicators include:

· The number and proportion of employees recruited by internal promotion

· Whether the quality of the internal CV is higher than that of other recruitment channels

· Estimate employee turnover rate compared to other recruitment channels

· Employee participation rate

· Designed questionnaires to understand employees' satisfaction with internal promotion activities

In order to maximize the effectiveness of the internal promotion channel, HR can consider the feasibility of the following strategies when operating the internal promotion channel:

· Open internal promotion channels for a long time: even if the company has no job openings, it can accept internal promotion resumes to increase the company's high-quality talent pool. Of course, the company should inform the candidate that although there is no job opening at the moment, his resume will enter the high-quality talent pool of the position, and then have the opportunity to contact him at the first time.

· Timely handling of feedback and recommendation resumes: No matter whether the recommended resumes are suitable or not, HR should process and feedback the results as soon as possible, because these resumes are employees' social network resources, if the feedback time is too long, it will affect the internal promotion experience of referees and candidates, resulting in their loss.

· Reduce the recruitment process to a certain extent: enterprises can appropriately open the green channel for the internal promotion of resumes, reducing the process of resume screening or multiple rounds of interviews, which can not only give certain privileges to the recommender, but also improve the application experience of the internal promotion candidates.

The essence of internal promotion is actually marketing activities for employees. HR should reasonably plan the internal promotion operation strategy, fully tap the internal and external network resources of the enterprise, and help the enterprise find more suitable candidates.