engaging & improving your employee referral network
Post on 03-Feb-2022
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Engaging & Improving Your Employee Referral Network
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Today’s Agenda
• Introduction - 5 minutes
• Feature Presentation and Q&A - 50 minutes
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• Feature Presentation and Q&A - 50 minutes
• Wrap Up and Tour of Track Page - 5 minutes
Today’s Moderator
Amy Lewis, DirectorTalent Acquisition Community
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Talent Acquisition Community Human Capital Institute
Send email to amy.lewis@hci.org to connect on LinkedIn
Follow me on Twitter @amylewis
www.humancapitalist.org
Bloghttp://www.thetalenteconomy.com
Today’s Guest
Diana KiriakidesIndependent ConsultantFormerly Motorola Inc.
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Formerly Motorola Inc.
Employee Referral ProgramsEmployee Referral ProgramsO
VE
RV
IEW
Great Source of Hires
• It is well-known that an employee referral program
can result in the best hires for a company.
Social & Internal Network
Social networking (LinkedIn, Facebook & Twitter) are
OV
ER
VIE
W
• Social networking (LinkedIn, Facebook & Twitter) are
becoming a popular source of talent. However, do not
overlook internal employee referral programs!
Common MistakesCommon MistakesM
ISST
EP
S
Poor User Experience
• Difficult to refer; manual or complex web-based tool
• Mishandled referrals
• No or slow award/payout issuance
• Unsure who to contact for information/questions
Lack of Communication
Deficient Position Profiles
• Vague or inaccurate job descriptions
MIS
ST
EP
S
Lack of Communication
• Minimal or no contact from recruiters
• No visibility to the status of referrals
Slide Title
Is your employee referral program web based?
• a. Yes• b. No
Live Meeting Poll
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Common MistakesCommon Mistakes
Uninformed
• Hiring Managers and Human Resource partners not
MIS
ST
EP
SExclusive Participation
• Too many rules
• Limited or narrow eligibility
• Hiring Managers and Human Resource partners not
familiar with the program
• Recruiters not experienced on how to leverage program
or effectively manage referrals
• Employees unaware of the program
MIS
ST
EP
S
Slide Title
Do your recruiters receive training about the program and how best to leverage it?
• a. Full Program Training
Live Meeting Poll
• b. Some Program Training• c. No Program Training
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What WorksWhat WorksE
NG
AG
E &
IM
PR
OV
E
Standard Operating Procedures
• Processes - consistent and repeatable
• Guidelines - inclusive, concise
• Governance - continuous
Communicate
Recruiters
Advertise Program
• New employees
• Existing employees
EN
GA
GE
& I
MP
RO
VE
• Recruiters
• Hiring Managers
• Human Resource Partners
Maximize ProgramMaximize Program PotentialPotential
Processes and Guidelines
�Create or update processes to ensure they
are consistent, inclusive and easy
Governance
AC
TIV
ITIE
S
Governance
�Create or develop a governance to review
the program’s performance
�Identify team members
�Determine frequency of reviews
AC
TIV
ITIE
S
Maximize ProgramMaximize Program PotentialPotential
Tools
�Improve submittal process
�Actively advertise openings
�Present concise job descriptions
AC
TIV
ITIE
S �Present concise job descriptions
�Provide employee referral cards
AC
TIV
ITIE
S
Maximize Program PotentialMaximize Program Potential
Prepare
�Train recruiters on changes and
improvements to the program
�Inform hiring managers and human
resource partners about enhancements to
AC
TIV
ITIE
S
resource partners about enhancements to
the program
AC
TIV
ITIE
S
Maximize Program PotentialMaximize Program Potential
Promote Program
�Referral campaigns
�Viral / Targeted marketing
�Introduce program to new hires;
AC
TIV
ITIE
S
orientation, brochure, top 5
�Existing employees at regular intervals;
eCards, employee referral cards,
referral events, referrer recognition
AC
TIV
ITIE
S
Maximize Program PotentialMaximize Program Potential
Metrics
�Measure results as part of the overall
SOH (source of hire) metrics
�Track results of target campaigns
AC
TIV
ITIE
S
�Solicit feedback
AC
TIV
ITIE
S
Slide Title
Do you solicit feedback from employees participating in your referral program?
• a. Always
Live Meeting Poll
• b. Sometimes• c. Never
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Maximize Program PotentialMaximize Program Potential
Communication
�Announce program improvements
�Report results on a regular basis
�Recognize/acknowledge referrers
AC
TIV
ITIE
S
�Stay in contact with referred candidates
AC
TIV
ITIE
S
It’s your turn! Ask our expert…
Diana KiriakidesIndependent Consultant
Need assistance? Call Member Services (866) 538-1909 or email support@hci.org
Reactions or Comments? What is your key take away from this session?
Independent ConsultantFormerly Motorola Inc.
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