This document provides guidance on developing a successful employee referral program. It discusses increasing quality referrals, engaging current employees, partnering with hiring teams, and implementing the program. Successful programs emphasize modest rewards and recognition over large financial incentives, have a transparent process, and provide educational materials for employees. They also create a branded program with marketing materials and a central information hub for employees. Measuring the number and percentage of referrals hires, time to fill, and retention by source can demonstrate the program's impact on recruiting metrics and success.
Employee Referral - Innovative Approaches without Referral BonusWilliam Chin
Presented at the HREC (HR Excellence Center) 9th Recruiting and Staffing Conference and Showcase (July 16-17, Shanghai) http://www.hrecchina.org/_en/index_en.html
The topic was on an innovative Employee Referral Program. I discuss where my company does not offer referral bonus but yet, consistently yield above average referral rates.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Human resources (hr) management for non hr managersOlayiwola Oladapo
Non HR Managers have to get work done through others. To do that they need to understand how to manage their people as front line Managers who have the closest proximity to the People. HR for Non HR Managers equip Managers with the fundamental HR Management Know how required for managing people for result.
Digital HR Technology Powerpoint Presentation SlidesSlideTeam
Introducing Digital HR Technology PowerPoint Presentation Slides that will help you to identify the desired target state of the HR system and develop an associated roadmap. Our visually appealing human resource planning presentation contains various templates describing human capital management, HR technology system, human resource information system, KPI of human resource management, etc. Utilize our readily available human resource management PPT infographics to provide a detailed overview of HR technology industry trends, phases of HR technology in the firm, HR technology capability model, etc. Showcase different functions of the human resource information system by mentioning operative and managerial activities. This HRIS PPT slide designs will help in understanding the HR system by showing the relation of HR functions with different users of systems including employee, manager, and HR. Analyze different categories of HR market vendors and provide an overview of the HRIS market by utilizing these content-ready HR technology PPT layouts. Discuss key features of HCM technology, focus areas, market overview, etc in detail by downloading this human resource planning PPT slide deck. https://bit.ly/3awYwIB
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
Employee Referral - Innovative Approaches without Referral BonusWilliam Chin
Presented at the HREC (HR Excellence Center) 9th Recruiting and Staffing Conference and Showcase (July 16-17, Shanghai) http://www.hrecchina.org/_en/index_en.html
The topic was on an innovative Employee Referral Program. I discuss where my company does not offer referral bonus but yet, consistently yield above average referral rates.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Human resources (hr) management for non hr managersOlayiwola Oladapo
Non HR Managers have to get work done through others. To do that they need to understand how to manage their people as front line Managers who have the closest proximity to the People. HR for Non HR Managers equip Managers with the fundamental HR Management Know how required for managing people for result.
Digital HR Technology Powerpoint Presentation SlidesSlideTeam
Introducing Digital HR Technology PowerPoint Presentation Slides that will help you to identify the desired target state of the HR system and develop an associated roadmap. Our visually appealing human resource planning presentation contains various templates describing human capital management, HR technology system, human resource information system, KPI of human resource management, etc. Utilize our readily available human resource management PPT infographics to provide a detailed overview of HR technology industry trends, phases of HR technology in the firm, HR technology capability model, etc. Showcase different functions of the human resource information system by mentioning operative and managerial activities. This HRIS PPT slide designs will help in understanding the HR system by showing the relation of HR functions with different users of systems including employee, manager, and HR. Analyze different categories of HR market vendors and provide an overview of the HRIS market by utilizing these content-ready HR technology PPT layouts. Discuss key features of HCM technology, focus areas, market overview, etc in detail by downloading this human resource planning PPT slide deck. https://bit.ly/3awYwIB
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
Onboarding process starts with the recruitment process. Onboarding checklist, boarding process, engagement , training and development .Onboarding ---3months, 6months, 12months. Employee Retention, Organization Development . Employer Branding
Participants will be able to:
Understand the evolution of employee rewards and recognition
Understand what employees really want out of work and be able to apply this understanding to implement a process to design recognition and reward systems
Know how why effective reward and recognition systems are important through their contribution to the business bottom-line
Employee referrals have proven to be one of the top ways for organizations to acquire top talent. Benefits of an Employee Referral Program (ERP)
Whether your organization is tuning up or just beginning to put an employee referral program in place, here are a few important keys to success to help launch and promote your employee referral program (ERP).
Effective Onboarding for Better Retention with Jeremy York, SPHR, SHRM-SCPAjilon
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We use the A STEP model, part of the SAAA data driven recruitment model.
Emerald Software's Onboarding Best Practices - What You Can and Should Do WIth A New Employee Onboarding System.
Learn more at http://www.emeraldsoftwaregroup.com/onboarding
Human Resource Management Strategy Powerpoint Presentation SlidesSlideTeam
Develop a positive work culture by employing Human Resource Management Strategy PowerPoint Presentation Slides. Incorporate your agenda for human resource management. Showcase the key role of human resources by mentioning roles and responsibilities, skills, and challenges faced by the company with the help of human resource planning PowerPoint slideshow. Highlight the skills needed for HRM such as recruiting, screening, negotiation, scheduling, communication, conflict management, change management, etc by taking the assistance of HR development PPT visuals. It is important to monitor how employees work and how managers lead. Assess future organizational requirements with the help of content ready human talent management PPT graphics. Also, showcase the five stages of the recruitment process using HR management PPT templates. Showcase details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint templates. Download this amazing HR process PPT presentation and estimate your company's future HR requirements. https://bit.ly/3zcXFX0
Onboarding process starts with the recruitment process. Onboarding checklist, boarding process, engagement , training and development .Onboarding ---3months, 6months, 12months. Employee Retention, Organization Development . Employer Branding
Participants will be able to:
Understand the evolution of employee rewards and recognition
Understand what employees really want out of work and be able to apply this understanding to implement a process to design recognition and reward systems
Know how why effective reward and recognition systems are important through their contribution to the business bottom-line
Employee referrals have proven to be one of the top ways for organizations to acquire top talent. Benefits of an Employee Referral Program (ERP)
Whether your organization is tuning up or just beginning to put an employee referral program in place, here are a few important keys to success to help launch and promote your employee referral program (ERP).
Effective Onboarding for Better Retention with Jeremy York, SPHR, SHRM-SCPAjilon
Build a smooth onboarding process for better retention. Onboarding done right helps new employees acclimate to company culture, feel appreciated from the get-go, and understand their roles and how they’ll work with other team members. This leads to long-term loyalty and job satisfaction—and more productive employees! This webinar will show you the steps to creating a strong onboarding plan.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Emerald Software's Onboarding Best Practices - What You Can and Should Do WIth A New Employee Onboarding System.
Learn more at http://www.emeraldsoftwaregroup.com/onboarding
Human Resource Management Strategy Powerpoint Presentation SlidesSlideTeam
Develop a positive work culture by employing Human Resource Management Strategy PowerPoint Presentation Slides. Incorporate your agenda for human resource management. Showcase the key role of human resources by mentioning roles and responsibilities, skills, and challenges faced by the company with the help of human resource planning PowerPoint slideshow. Highlight the skills needed for HRM such as recruiting, screening, negotiation, scheduling, communication, conflict management, change management, etc by taking the assistance of HR development PPT visuals. It is important to monitor how employees work and how managers lead. Assess future organizational requirements with the help of content ready human talent management PPT graphics. Also, showcase the five stages of the recruitment process using HR management PPT templates. Showcase details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint templates. Download this amazing HR process PPT presentation and estimate your company's future HR requirements. https://bit.ly/3zcXFX0
Although employee referral programs may have its problems, you can fix them. When you evaluate and then solve these major problem areas, you’ll start to see some real, long-lasting results.
What do you think? What are some other reasons why an employee referral program may not work?
Get a free indexing report for your organization to measure the true effectiveness of your employee referral program by benchmarking it against that of others.
Register to generate your free report: www.er-i.net/register
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Download our free How to Guide on the same topic here: http://bit.ly/2QRQY6B
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We present "10 Steps to Position Communications as a Core HR Objective" - a 5 minute must-read deck for every HR professional.
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We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts.
Intl. +353 21 242 7277
UK 0800 904 7955
US 781 443 7600
or visit Poppulo.com
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For other Informa Webinars: http://www.informa-mea.com/webinars
To view recording: https://youtu.be/4RQF-oUMgcw or watch the video at end of the slide
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#FIRMday Birmingham 6th June 2018 - The FIRM & Talent Insight Group: Developm...Emma Mirrington
Emma Mirrington from The FIRM and David Steel from Talent Insight Group share the insider info from their latest research into Employee Referral Schemes. We asked a range of organisations all the questions you wanted to know from reward structures (when and what), eligibility, technology, budgets, perils and pitfalls and more! Come and join us for this interactive and informal session and leave equipped to refresh or launch your own ERP!
2. AGENDA
• Increasing quality employee referrals
• Engaging current employees in the
talent acquisition mission
• Partnering with the hiring teams on
targeted campaigns
• Implementation of a successful
employee referral program
• Guiding more relevant referrals
• Budgeting
• Measurement of success
2
3. INCREASING QUALITY EMPLOYEE REFERRALS
• Companies filled about 20% of their
openings with a Employee Referral
Program
• It isn’t easy to design a good ERP;
however running it successfully requires
attention to details
• Within a year of having the ERP ideas in
place, companies should be able to
achieve referral rates as high as 50%
Source CareerXRoads-2015
3
5. SPEED
APPLICATION-TO-HIRE TIME
5
• Research has shown that successful
employee referral programs can speed
the time-to-hire by 48% over other sources
• Not only because you have more
candidates applying for open jobs, but
because you can stockpile referrals to
build a talent pool that’s ready to apply
– Source- index 2015
6. RETENTION RATES
After one year of employment,
referred employees have the best
retention rate at 45% retention
after one year compared to 33%
from career sites and 22% from
job boards
Source- Jobvite index 2014
45%
33%
22%
Employee Referral Stats
Referrals
Career Sites
Job boards
6
7. EFFICIENCY
7
Applicate-to-hire ratio
• Referrals are #1 and are hired at a rate of 1 out of 3 applications for top-
performing firms and 1 out of 10 at average firms. (Compared to an average
applicant to hire ratio of 1 out of 18 from all sources).
• An Employee Referral Program can help recruit “hard to fill” and/or
specialized roles.
• An ERP can also help fulfill diversity goals, if desired.
Source: Dr John Sullivan and Associates research
8. WHICH MEANS, THE MORE REFERRALS YOU HIRE…..
• The higher the ROI from each employee
on average
• The more high quality employees you will
have
• The faster you will fill your openings
• The less turnover you will have
• The more efficient your recruiting process
• The less money you spend on other
methods of recruiting
8
11. WHAT ARE YOU DOING NOW?
11
• Focusing on financial incentives
• Delaying and dividing those financial incentives
• Not much transparency through the process
• Promotional materials are non-existent
• No leadership engagement
12. ACCORDING TO RECRUITING ROUNDTABLE
Best-in-class employee Referral Programs:
• Emphasize recognition and modest rewards
• Have a well-defined, transparent process
• Provide comprehensive materials to educate
employees about the positions they are we’re
focused on
• Provide a suite of emails and other materials
that their employees can uses when they
reach out to potential candidates
12
14. IMPLEMENTATION
Ask yourself the following questions:
• What’s the purpose?
• Is the program global or local?
• What are the tax implications involved in
offering a reward?
• What is the overall goal of having a
referral program?
• What does the administrative process look
like? How will the process work? Who will
administer the program? How are referrals
tracked?
• What positions are eligible for a reward?
• What will training look like for employees,
recruiters and coordinator?
• What does success look like?
14
15. THE BRAND
15
With the help of marketing you will go beyond simply a referral “policy” and create a complete
brand, including a name, a logo, and multimedia campaign. This will help spread awareness, generate
excitement, and cement the idea with your employees as a worthwhile individual pursuit.
16. THE MULTIMEDIA CAMPAIGN
WOULD INCLUDE
16
• Posters around the office
• Table tents on tables in break room and conference rooms
• Screen savers and computer log-in pages
• Kickoff campaign: Pass out flyers and swag
18. SHAREPOINT HUB FOR ALL ERP INFO
18
• The new program should have a prime real estate on your SharePoint or Intranet so
employees have a place to go for:
– Info on how the program works
– Online submission forms and any process requirements
– “Hot Jobs”, key upcoming openings
– Description and narratives about your openings
– Reward/payout information
– Success stories
– FAQ’s
Avoid the
black hole
19. MAKE IT EASY TO SUBMIT
19
employeereferrals@agile1.com
20. INCENTIVES
20
• $500 for an internal referral that becomes
a hire, with that amount increasing
commensurate with the difficulty of the hire
• Payouts should be paid in one transaction
within 30 days of the start date
• Monthly or quarterly drawing to provide
“participation awards”: small gift card,
tickets, etc
21. WHAT SHOULD THIS COST
21
• As consultants, we learned a long time ago that what one company can do with $100,000
would take another organization five times as much (think government). The secret to
budgeting for a world-class ERP is working backwards. Ask yourself the following:
– How many hires are projected for the next budget cycle (growth + attrition)?
– What percentage of hires would we like to generate via the ERP: 35%, 46%, 70%,
or more?
– What resources would be required in your organization?
• Estimate the cost for each resource identified and total them up.
• Now add about 20% to cover things you might have overlooked and you’ll have a decent
budget for year one.
22. 22
Overly complicated, divided
payment incentives…..
For positions requiring 0-2 years of
experience-$250 at 6-mo., $500
at 12-mo.
For positions requiring 2+ years of
experience-$500 at 6-mo., $1000
at 12-mo.
Essentially, $750 entry
Smaller, simpler, immediate, more
effective payment incentives…
$500 standard referral bonus more
for exceptionally difficult fills
A transparent process, with a central
hub so your employees know where
to go for information and resources
to make the process easier.
Before
After
24. MEASURING PROGRAM SUCCESS
24
You will Measure:
Source of hire
Retention by source of hire
# and % of employee referral hires
# and % of employee participation
in the program
Total cost of recruiting in major
categories (agencies, Job Boards)
Time to fill by source of hire
Which you will use to determine:
Increase in percentage of hires from
Employee Referrals
Improvement in retention for
employee referrals compared to
other sources of hire
Improvement in time-to-fill