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Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
Is Your Employee Referral Program as Good as You Think?
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Is Your Employee Referral Program as Good as You Think?

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Join Kevin Walters and Linda Brenner as they divulge the tips and tricks that will help improve your Employee Referral Program, in this upcoming webinar, sponsored by Zalp. Kevin and Linda have so …

Join Kevin Walters and Linda Brenner as they divulge the tips and tricks that will help improve your Employee Referral Program, in this upcoming webinar, sponsored by Zalp. Kevin and Linda have so much packed into this one-hour we can’t cover it all here. Just a few topics covered will be the current state of employee referral programs, what research tells us about them, what NOT to do, and much more! Thank yourself later and sign up now; this will be one webinar not to miss.

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  • 1. 1 Is Your Employee Referral Program as Good as You Think? May 2014
  • 2. 2 Manhattan Associates logo here Introductions • Kevin Walters, Manhattan Associates Sr. Talent Acquisition Recruiter • Linda Brenner, Designs on Talent, LLC Managing Director
  • 3. 3 Manhattan Associates logo here TOP TEN REASONS YOUR REFERRAL PROGRAM MIGHT NOT BE AWESOME 10) Most of your referrals have quit. 9) Your CEO just announced that telecommuting is no longer an option. 8) Your company is outsourcing recruiting. 7) Your attrition rate is increasing and company revenue is decreasing. 6) You give Blockbuster gift certificates as a referral award. 5) Your company only pays a fee if your referral stays for a year. 4) Your competitors are paying higher external referral fees to your employees. 3) Your company is on a hiring freeze. 2) Your recruiting team is too busy to follow up with referrals. 1) Every employee thinks their referral is a “Must Hire” or “Rock Star.”
  • 4. 4 Manhattan Associates logo here Why This Topic? • Finding great talent is harder than ever • Referrals deliver talented candidates • Generate low cost, high quality pipeline • Speed up the recruitment process • Yield higher productivity workers
  • 5. 5 Manhattan Associates logo here Our Purpose Today • Current State of Employee Referrals • Employee Referral Pitfalls • Trends and Best Practices • Next Step Recommendations
  • 6. 6 Manhattan Associates logo here Five Facts About Employee Referrals Referred applicants: 1.More likely to be offered and accept job offers 2.Achieve higher pre-job assessment scores 3.Are a better fit vs. non-referred 4.More productive 5.Less likely to quit Source: “The Facts About Referrals: Toward an Understanding of Employee Referral Networks” - Stephen Burksy, Bo Cowgill, Mitchell Hoffman, Michael Housman; December 11, 2013
  • 7. 7 Manhattan Associates logo here Programmatic Referral Challenges: Effective Sourcing of High Quality Talent
  • 8. 8 Manhattan Associates logo here Employee Referrals: Pitfalls 1.Being slow or non-responsive with referrals 2.Delaying payment 3.Communicating too much; e.g., spam 4.Failing to update, target, refresh program 5.Failing to track results 6.Lame rewards 7.Using a confusing, difficult or manual process What are you going to do differently?
  • 9. 9 Manhattan Associates logo here Best Practices in Employee Referral Programs 1 •Streamline and simplify referral programs•Streamline and simplify referral programs 2 •Target communication; keep the referrer in the loop•Target communication; keep the referrer in the loop 3 •Flex terms and program targets•Flex terms and program targets 4 •Close the loop with the candidate and the referrer•Close the loop with the candidate and the referrer 5 •Manage top referrals; build a pipeline•Manage top referrals; build a pipeline 6 •Seek new hire referrals•Seek new hire referrals 7 •Track, recognize and reward sources•Track, recognize and reward sources
  • 10. 10 Manhattan Associates logo here
  • 11. 11 Manhattan Associates logo here Some Adjustments Are Simple . . . Sample Target Communication Date: XX/XX/XXXX Dear XX: I would like to personally thank you for your referral of XXXX for the position of XXXX. Our employee referrals are the most reliable way we find quality hires, and we truly appreciate your efforts in helping us attract Manhattan's most important asset-our people. We look forward to meeting XXXX, and we encourage you to continue to be on the lookout for your future co-workers! Sincerely,
  • 12. 12 Manhattan Associates logo here Source Candidates Hires Hire Ratio Employee Referral 222 58 26% LinkedIn 302 41 14% College Recruiting 222 120 54% Job Fair 23 1 4% Staffing Agency 5 1 2%
  • 13. 13 Manhattan Associates logo here Next Step Recommendations • Realistically evaluate the current state of your business:  Financials / stability  Culture  Growth Outlook  Pay / Perks • Develop an elevator speech and share it broadly • Align your referral program with your business strategy
  • 14. 14 Manhattan Associates logo here Questions?
  • 15. 15 Manhattan Associates logo here Thank you! Kevin Walters, Sr. Talent Acquisition Recruiter kwalters@manh.com top2krecruiter@gmail.com @top2krecruiter Linda Brenner, Managing Director linda@designsontalent.com 404.313.3590 @designsontalent

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