This document outlines a referral recruitment program with the goals of lowering costs, increasing retention and quality, and speeding up the hiring process. It discusses building a candidate pipeline through websites, alumni networks, campus recruitment, and talent communities. It then describes the project phases which include defining the project team, conducting surveys, analyzing the company, developing guidelines and campaigns, creating a website, and establishing metrics to measure results. The overall goal is to leverage employees' personal and professional networks to find qualified candidates through a formal referral recruitment program.

1. Introduction: Demenor Referral Recruitment Program Reveal the true power of yourpassivenetwork!

2. REFERRAL RECRUITMENT OVERVIEW Cost ↓ Retention ↑ Quality ↑ Speed of hire ↑ CANDIDATE PIPELINE CANDIDATE PIPELINE WEBSITE REFERRAL RECRUITMENT ALUMNI CAMPUS RECRUITMENT TALENT COMMUNITIES Dunbar: 150 Social media Passive pool BASED ON PARTICIPATION, COMPANY AND PERSONAL BRANDING

3. PROJECT MANAGEMENT DEFINITION OF THE PROJECT TEAM Q-SURVEY REDEFINITION REFERRAL RECRUITMENT SOCIAL MEDIA COMPANY ANALYSIS KICK OFF 1 2 4 PRESTUDY PHASE

4. PROJECT MANAGEMENT CASUAL PROGRAM SURVEY SURVEY 5 CAMPAIGN 5 5 9 JOBS FORMAL PROGRAM 7 GUIDELINES GUIDELINES 8 5 WEBSITE 6 7 HOLLYWOOD PROGRAM METRICS 3 5 ANAYSIS PHASE SURVEY PHASE

5. PROJECT MANAGEMENT BEYOND RR 11 TEST PHASE CAMPAIGN JOBS ALUMNI 12 WEBSITE EMPLOYER BRANDING SPREAD THE WORD 13 METRICS CAMPUS RECRUITMENT 14 10 IMPLEMENTATION PHASE ROLL OUT PHASE

6. PROJECT MANAGEMENT CONCLUSIONS INITIAL RR EVENT GIVEN BY THE CEO FOLLOW UP IN 6 MONTHS FOLLOW UP PHASE ROLL OUT PHASE