Research reveals Buddy Hiring programs decrease time to hire, and improve acceptance and retention rates. Here are the challenges and benefits this type of initiatives can provide your organisation.
A historical Gallup study uncovered that being able to work with a good friend is a major motivation factor when candidates search for work. Dr John Sullivan explores the buddy-hiring program and its success rate. So, is now the time to implement this initiative in your organisation?
What is a Buddy Hiring program?
This approach to recruitment is also known as “hire-them-both” where recruiters offer candidates a package deal. This is a method of attraction that Sullivan describes as “amazingly effective simply because most of us do have a close colleague, relative, or friend who we’ve always wanted to work with. And as a result, many of us would jump at this rare opportunity to work together with them.”
Has this initiative worked in the past?
Yes, and it’s worked very well. Both McDonald’s and the U.S. Army have trialled this initiative and it’s appeared to work fantastically. For both of these organisations, the buddy hiring program has worked to strengthen their employer brand.
McDonald’s have given friends the chance to apply to work together through their Friends Wanted campaign; which had a series of three adverts. Sullivan states, “These humorous but compelling three ads clearly reveal that the two featured employees are friends outside of work. The program allows two applicants to apply together using an online application form, with the promise that they will have the opportunity to work alongside each other.”
Does the program increase productivity?
Some talent leaders assume that hiring two friends to work in the same team may be counter-productive. According to the research by Gallup, it was discovered that two friends working together actually caused an increase in both productivity and retention.
Those working together would become more loyal to the company that hired them considering they like and get on with their co-workers. According to Sullivan, the bonus to these programs is also the fact candidates would be more willing to locate, especially if their spouse or significant is struggling to find a job.
“The buddy program allows you to hire the spouse also, therefore assuring that the couple has a sufficient combined income to justify the move.”
The buddy hiring program also has other positives; it increases the speed of hire, increases acceptance rates and decreases the cost of recruiting as it recruits two people per job ad.
While it has worked for these organisations, the buddy hiring program doesn’t come without concerns; for example, employers may be concerned about nepotism or favouritism and they may be concerned that they’ll have to lower their hiring standards. However, these can be overcome. By not allowing one buddy to supervise the other, the issue of favouritism is removed. Hiring managers also still have the power to decide if one buddy is not acceptable for the role and therefore can choose to only make one hire out of the two.
Final Thoughts
Sullivan states his personal view of the buddy hiring program.
“I first encountered a buddy-hiring program over 19 years ago, when I was part of the initial pioneering experiment at Agilent Technologies. I am still an avid supporter of this approach. Buddy-hire programs have proven to be successful for literally decades both in the military and in the corporate world.”
Do you think it’s time to implement the buddy system in your organisation? Share this article on social and leave a comment below.
Nikita Thorne is an Oxford-based digital marketer and writer. After completing a BA (Hons) in English Literature and Film & Theatre from the University of Reading followed by a six-month internship in marketing, Nikita has been travelling the world.
While temping as a Content Producer at Employment Office in Brisbane, she gained expertise in recruitment marketing, writing articles and coordinating webinars on multiple recruitment marketing subjects.