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Succesvol werven - Make philips grow

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  • 1. Make Philips GrowHow referral enables the growth of PhilipsNicole BuetersTalent Acquisition BeneluxMay 19, 2011
  • 2. Content• Definition• Why referral?• Concept• Creation• Implementation• Evaluation Talent Acquisition Benelux, May 19, 2011 2
  • 3. Employee ReferralDefinition Recruitment method in which the current employees are encouraged and rewarded for introducing suitable recruits from among the people they know Talent Acquisition Benelux, May 19, 2011 3
  • 4. Why referral? Talent Acquisition Benelux, May 19, 2011 4
  • 5. Why referral?Summary various external articles/research• Costs are lower• Quality of inflow is higher• Turn-around time is quicker• Staff turn-over of referred employees is lower Talent Acquisition Benelux, May 19, 2011 5
  • 6. Why referral is an important source for PhilipsQuality• External agencies produced the lowest quality of hire• Targeted sourcing, referral and internal labor market yield the best quality of hire Talent Acquisition Benelux, May 19, 2011 6
  • 7. Why referral is an important source for PhilipsLabor market• About 15% of the (Dutch) labor market potential are active job seekers and approx 50% are latent job seekers• With the standard recruitment methods we are not able to reach an important part of our labor market potential Talent Acquisition Benelux, May 19, 2011 7
  • 8. Why referral is an important source for PhilipsSpeedThe network of our employees is large and we have easy and quickaccess to that network Talent Acquisition Benelux, May 19, 2011 8
  • 9. Why referral is an important source for PhilipsCostsThe costs per hire will decrease. For Philips the priority is:• Quality• Reach• Speed Who believes referral is an important source for recruitment? Who has an effective referral program in place? Talent Acquisition Benelux, May 19, 2011 9
  • 10. ConceptWhat did we have in mind?• One structured program for Philips in the Netherlands – Coming from scattered small initiatives in departments & sectors – Limited use of networks• Ability to Introduce candidates for – Current vacancies – Pre-defined profiles for inflow referral pool• Use as a tool for the roll out of our Employee Value Proposition Talent Acquisition Benelux, May 19, 2011 10
  • 11. CreationThe road to a successful referral program in a multinational• Clear guidelines and policies – Terms & Conditions – Privacy Aspects• Approval and support from all stakeholders – HR Community & Sectors – Works Council (Centrale Ondernemingsraad) – Privacy Committee• Backend for administrative processes to facilitate candidate handling and bonus payouts – Automation of communication• Clearly defined process steps with roles and responsibilities Talent Acquisition Benelux, May 19, 2011 11
  • 12. Creation - What does the program look like?Easy, simple & clear• Candidate introductions – One Referral Portal – Vacancy or pre-defined pipeline profiles• Eligibility – All Philips staff except recruitment• Bonus – Amount depends on the job grade – If hired within 6 months after intro – Paid in month of start date by vacancy owner• Communication: – Philips employee and candidate are kept updated throughout the process (via automated e-mails) Talent Acquisition Benelux, May 19, 2011 12
  • 13. ImplementationIntroduction & Communication Plan HR teams: Employees BannersPresentations, Mailing careercommunication materials hard copy pages (int.) Posters Banners Recruiters: on all HR Presentation, websites locations training, comm. tools Referral Banners Philips sector Portal magazine Corp Comm: Toolkit with sites Hard copycommunication materials Articles Philips e- sector newsletterHR community: Article about magazines referral program Talent Acquisition Benelux, May 19, 2011 13
  • 14. Implementation - MaterialPoster Banners Brochure Magnet Talent Acquisition Benelux, May 19, 2011
  • 15. EvaluationContinuous Improvement• What went well? – High candidate quality – High inflow – Many hires - 9% of total hires so far – Administrative backend worked well for bonus payouts – Up-front agreed guidelines help to settle disagreements• What did we learn? – A Referral candidate is no “regular” candidate – Philips colleagues have high expectations – Backend process was not optimized for recruiters – Be ready for large volumes Talent Acquisition Benelux, May 19, 2011 15
  • 16. ImplementationFollow-up 2011• Targeted boost of referral program• Encourage line managers to activate their network• Enable Philips employees to be an ambassador… Talent Acquisition Benelux, May 19, 2011 16