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Referral Programs: We Can Do So Much Better - Alan Henshaw

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Referral programs in most orgs are very outdated and not made a focal point. Considering how many hires most organizations get are from referrals, we can really supercharge these programs by thinking outside the box. Thinking about what really drives human behavior to go out of their way to refer someone for a role.

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Referral Programs: We Can Do So Much Better - Alan Henshaw

  1. 1. IF YOU BUILD IT, THEY WILL COME RECRUIT DC – DECEMBER 2017
  2. 2. WHO AMI?  Client Lead/ SeniorTechnical Recruiter– Amazon  Former DCresident –nowSeattle  10yearsofTalentAcquisitionexperience  Engineering,UX &Visual Design,Analytics,Cloud,DevOps, scientist, blahblahblah  Full life cycle recruiting, Operations,Programs,Analytics,Toolsadvisor @henshawsburgh AlanHenshaw
  3. 3. HOW THIS CAME UP  How thistopic came about  Benefits  How mostprogramswork  Whymostdon’twork  NewIdeas  Tools WHAT WILL I BABBLE ABOUT THE NEXT HOUR?
  4. 4. “What people say, what people do, and what people say they do are entirely different things.” - Margaret Mead
  5. 5. HOW THIS CAME UP  2001humanbehaviorstudyin SouthernCalifornia  Turnoff yourACand turnon yourfans, youcan save $54this summer.  “Save the planet” by turningon fans instead of yourAC.  Be a good citizen and help control energyblackouts by turningoff AC. BUTtherewas a4th  Whensurveyed, 77%of yourneighbors didin factturnofftheirAC andturnedontheir fansandpleasejoin them in doing so. HOWWE GOTHERE
  6. 6. WHAT DOES THIS TELL US?  If something is inconvenient...  Moral persuasion and financial incentives don’t do muchto move us. BUT  Socialpressure,socialrecognition, behavioralscience – thatis wherehumanbehaviorchangecanhappen.
  7. 7. WHAT DOES THISHAVETO DO WITH RECRUITING?  Utility regulationhasn’tchangedmuch sinceThomasEdison.  Peoplespend7 minutes ayearthinkingofenergy consumption.
  8. 8. REFERRALS – WHAT ARE THE BENEFITS?  A large numberof hiresgenerallycome fromreferrals(17- 30%).  13%higher retentionrates.  75%morelikely tobehired.  Morecosteffectivefortheorg.
  9. 9. GENERALTRAITS FOR MOST PROGRAMS  Dayone ofnew hire orientation,one quickslideoverview.  After90/180days,youget paid.  Lackofeducation.  The “blackhole.”  Recognitionfortheemployee.  Leadershipdriving theprogram.  Referralprogramsareboring.
  10. 10. WHY THISDOESN’TWORK  Dayone ofnew hire orientation,one quickslideoverview.  Lackof Education &process.  After90/180days,youget paid.  Hopefully.  Lackof education around programs.  New Hire team does orientation.  The “blackhole.”  What SLA’s arewe held to? Give expectations.  Recognitionfortheemployee.  Thedefinition of social recognition.  Leadershipdriving theprogram.  YourLeadership doesn’t makethis a priority to build a cohesive team.
  11. 11. BEFORE WE IMPROVE: THE BASICS (1/2)  Even withthe worstReferralprogram,youwill get referrals! • Duringanemployees first 6 months, youaremost likely to get referrals.  Understandingrecruiting- • Equal balance of huntingand farming. • “You haveto deposit money before youcan take it out.” • Provide value – Introduction,resumetips, online article. • Timeeach weekdedicated to farming and building relationships.
  12. 12. BEFORE WE IMPROVE: THE BASICS(2/2)  DoNOTjust askaboutpeopletheyknowlookingfora job.  Instead- • Ask who theyworked with before that was amazing. • Who in the industry would youlove to work with at some point. • Who do youknow that is qualified for the job?  Askif youcanmention theirnameornot. • Either way, you are spending time on a qualified candidate.
  13. 13. NOW THE FUN STUFF  How toimprove.  Whatdowe reallywant?BetterQuality!  Youdon’thavetodoALLofthem, usecreativityforwhataligns withyourorg’s currentstructure.  Startwith 2x2logic – Littleeffort,maximumreturn.
  14. 14. IDEA #1  All aboutthe recognition - • Referral analytics. • Call outs during All-Hands meetings. • Dinner/HappyHourwith Leadership. • Email from Leadership.  Recruitinggetting timeatthe beginning ofbusinessmeetings.
  15. 15. IDEA #2  Within2 weeks ofanemployeestarting,sit down1:1 withthatperson. • Education on how the program works. • How yourparticular companyhires. • Discuss open roles on the team. • Createa list.
  16. 16. IDEA #3  Createa programaroundreferralswithsocial recognition.  Tiers of“swag.”  Whyitworks-You can’tget it!  Peoplewantthings in low supply& high demand, Air Jordan2 –netted $31Kon ebay
  17. 17. IDEA #4  Thinkbeyondmonetarybenefits.  Forasuccessful referral,sendthem toa conferenceof their choice(entry, airfare,hotel.) • Something theymay not pay for themselves out of their own pocket. • Theywear swag = brand awareness. • Knowledge share to the rest of the team. • Teachthemhow to recruit before theygo!
  18. 18. IDEA #5  VacationDays! • 15%of companies offer additional vacation days.
  19. 19. WE LOVE TOOLS!  .  .  .  .
  20. 20. QUESTIONS? RECRUIT DC – DECEMBER 2017

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