Employee Referral Crossfire

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Session from the ERE Expo Spring 2011, presented by Master Burnett and Gerry Crispin


<ul><li>1.Employee Referral CrossfireIn Search of a Bright Spark Gerry Master BurnettCrispin</li></ul> <p>2. ERP Myths or Simple Truths?Every company should have a referral program.ERP hires fill more openings than any other Source of Hire. The more the merrier!ERPs produce better hires- EEs are less expensive, perform better and stay longer.Referral and recommend are synonymous.Every employee should be asked to refer.Every employee who refers is equal.Referral programs are equally effective for every job family and every location.Employee referrals are the real deal. Other referrals are not worth pursuing.Rewarding Referrals with money is good. Bigger rewards are better.Referred candidates should receive special treatment.Employees who refer should receive special treatment.ERPs negatively impact diversity.Referrals that employees seek out are better than referrals initiated by candidates.Referral programs require little work once they are introduced.Social Networks will drive referrals through the roof.Gerry Master Burnett Crispin 3. Just About Everyone Has A Referral Program 7.7%7.7%7.7%71.2% 5.8%Source: CareerXroads Colloquium, 9/2010 4. What Percentage of Your Hires Are From ALL Referrals? 28.7% Responding #% Referral HiresSource: CareerXroads Colloquium, 9/2010 5. Referrals Job Boards Career SiteCollege Direct SourcingRehires2010 Sources of Hire [External]Temp/Contract-to-hire 3rd PartyPrint Career Fairs Walk-ins OtherSource: CareerXroads SOH, 3/2011 6. How Many Referrals Will Yield 1 Hire?Responding%31.8%18.2%21.4%20.5%8.1%REFERRALSSource: CareerXroads Colloquium, 9/2010 7. How many Referrals does it take to make one hire?10.3 (N= 240,000 referrals)Source: CareerXroads SOH, 3/2011 8. What Type of Referral Gives You The Most Hires?% Response For Each Type Specific Positions Only General PositionsEmployeesSource: CareerXroads Colloquium, 9/2010 9. How Often Do You Promote Your Employee Referral Program? 11.8%7.8%31.4% 11.8% (i.e. specific campaigns)17.6%19.6%Source: CareerXroads Colloquium, 9/2010 10. Source:CargillCareerSite 11. What Sources Are Productive For Diversity?Employee ReferralsSource: CareerXroads SOH, 3/2011 12. CANDIDATE EXPERIENCE: Do you provide or promise externally referred candidates any special treatment? (i.e. unique to being a referral like a guarantee of an interview, promise feedback, etc).NO82.0% Yes18.0%Source: CareerXroads Colloquium, 9/2010 13. How Do Candidates Learn About Your Referral Program?Source: CareerXroads Colloquium, 9/2010 14. EXPERIENCE of CANDIDATE BEING REFERRED: Indicate which of the elements below are a part of your ER program.Candidate is required to indicatethe name of the Referring Employeein the application process.Candidate is also asked aboutthe quality of their relationshipto their referral (i.e. friend, etc.)Candidate is invited to contact recruiter after rejection even ifthey were not selected for final slate.Source:CareerXroads Colloquium,9/2010 15. EXPERIENCE of EMPLOYEE MAKING REFERRAL:Indicate Which Elements Below Are Part of Your ER Program. All referring employees receive an automated acknowledgment to thank them for making a referral.Employee is surveyed about thequality of their relationshipto their referral.Source:CareerXroads Colloquium, 9/2010 16. BONUS- GENERAL: Do you offer bonuses?No, our program is a basic "Attaboy". Nomonetary incentive or product or serviceawards are given.13.6%79.5% Yes, a raffle or contestis periodically used15.9%to incent referral behavior..Yes, even those making referrals that do not become 9.1%hires get something or havea chance to win something.Source:CareerXroads Colloquium, 9/2010 17. BONUS- SPECIFIC: How Much?Source:CareerXroads Colloquium, 9/2010 18. PROGRAM FORMALITY: Does Management Yield Results?70.00%60.00%50.00%40.00%30.00%20.00%10.00%0.00%Formal, Dedicated Formal, No Informal Managed Ad-hoc, NoBudget/Staff Dedicated Budget/Management Staff2006/20072006/2007 TP2008/2009 2008/2009 TP 2010/2011* n=267n=40 n=252 n=45n=41Source: DJS ERP Benchmark Study (Formerly AIRS/DJS) 19. EXTERNAL HIRES PRODUCED: Overall versus Top Performing50.0%46.3%45.0% 41.1%40.0%35.0% 35.0%30.0% 27.1%26.2%25.0%20.0% 2006/20072008/2009 2010/2011* Overall SampleTop PerformingSource: DJS ERP Benchmark Study (Formerly AIRS/DJS) 20. ERP VERSUS MAJOR JOB BOARDS: Beyond Cost per HireMeasure Employee ReferralJob BoardDifferenceCost per Hire$2,306$1,671+$635(CpH)1Offer Acceptance94.7% 78.4%+16.3%%Voluntary Turnover6.8%22.1%-15.3%&lt; 1 YearVoluntary Turnover5.2%14.9% -9.7%&gt; 1 YearInvoluntaryTurnover0.9% 4.3% -3.4%&lt; 1 YearQuality of Hire 4.213.47+21.3%QoH2 Source: DJS Private Client Study, 2008 21. COMMON QoH MEASURES: Real QoH Measurement is Rare Bonus CompensationMBO Attainment Promotion RatesActual Performance Manager SatisfactionPerformance AppraisalRetention Rates 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00% 90.00%2010/2011*2008/2009 TP2008/2009 2006/2007 TP 2006/2007Source: DJS ERP Benchmark Study (Formerly AIRS/DJS) 22. ERP CANDIDATE KNOWLEDGE: Fortune Hunters Do Exist, But Not InNumbersSource: DJS ERP Participant Experience Study 23. REWARDS AND PARTICIPATION: The Money Doesnt Matter60.0%50.0%40.0%30.0%20.0%10.0% 0.0% $- $5,000.00$10,000.00$15,000.00 $20,000.00 $25,000.00-10.0%Source: DJS ERP Benchmark Study (Formerly AIRS/DJS), 2008/2009 24. GET THE PITCH RIGHT: Market Opportunity Not IncomeSource: DJS ERP Participant Experience Study 25. PRIORITIZATION: How Comfortable Are Employees With It?Source: DJS ERP Participant Experience Study 26. PRIORITIZATION: How Comfortable Are Employees With It?Source: DJS ERP Participant Experience Study 27. NEGATIVE IMPACT ON DIVERSITY: Not In Most Cases 28. TOP PERFORMING PROGRAMS DIFFER: Communications are KEY! 29. TOP PERFORMING REQUIRE EFFORT: Great ERPs Rarely Just Happen!Source: DJS ERP Participant Experience Study </p>