how to use referrals to make recruiting go viral

§ Adrianne Nelson, Senior Director, SIA

December 12, 2019

Speakers:

Moderator:

How To Use Referrals To Make Recruiting Go Viral

Sponsored & presented by:

§ Saleem Khaja, COO, WorkLLama§ Ray Morganti, SVP, Technology Innovation, Kforce Inc.§ Brandon Simmons, VP, Experience & Innovation, Allied Global Services

SIA | Staffing Industry Analysts Corporate Membership Webinar

Staffing Industry Analysts Product Overview


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Our speakers today:▪ Saleem Khaja, COO,

WorkLLama

▪ Ray Morganti, SVP, Technology Innovation, Kforce Inc.

▪ Brandon Simmons, VP, Experience & Innovation, Allied Global Services

Moderator: Adrianne Nelson, Senior Director, CCWP, SIA


WorkforceSolutionsEcosystem

Source: SIA Workforce Solutions Ecosystem


Talent Acquisition Technology

Source: SIA Workforce Solutions Ecosystem


Highest return temporary worker recruiting tactics

“Of the following temporary worker recruiting tactics, which two would you say have the highest bang-to-buck return on spend/effort?”

Source: 2019 Staffing Company Survey


Referral bonuses increasingly valued

2019: Percent of staffing firms citing referral bonuses as top two recruiting tactic

2013: Percent of staffing firms citing referral bonuses as top one recruiting tactic

Temporary worker candidate bonuses 32% 7%

Direct hire bonuses 22% 3%

Source: 2019 Staffing Company Survey

ABOUT WORKLLAMA

• Launched in 2016 with HQ in Atlanta

• First-of-its-kind viral referral management and unified candidate engagement platform for staffing

• Pairs with existing ATS

• Features multi-mode communication, AI-driven chatbot and on-demand staffing

• Holistic, mobile-centric experience for future of staffing

FUTURE-PROOF, TODAY

• Want to future-proof? It starts with a holistic approach to candidate relationship management.

• Staffing success in current job market relies on passive and referred candidates.

• Experiences you deliver and processes you establish NOW can affect how you fare in the long run.

• Holistic approach, first. AI and technology, next.

POLL QUESTION

What do you think is mostimportant to nurturing andgrowing your talent poolin a sustainable way?

A. Social media

B. Technology

C. Candidate engagement

D. Referrals

E. Job boards

Ray MorgantiSVP Technology Innovation

Kforce Inc.

• Viral referral management first step

• Long-term vision is a single solution

• Future proofing with a holistic approach

• Publicly traded national professional staffing firm with 50 offices

• Founded in 1962

• Headquarters in Tampa, Florida

• Specialize in Technology and Finance & Accounting

• More than 4000 clients, including 70% of the Fortune 100

• Ranked #15 in the U.S. and top 5 in IT and FA revenue

• Member of IT Innovation team; identify and evaluate new technology

ABOUT KFORCE

• Understood the high value of referrals but could not easily implement a program firmwide

• Attempted to implement referral systems in the past with limited success

• Many programs were used in the regions/offices but not one central solution

• Invested too much time to track and pay referrers

REFERRAL PROGRAM CHALLENGES

• Identified a platform that had several differentiators

• Initiated a pilot in May; completed firmwide implementation in August

• Now fully operational for 4 months

REFERRAL PROGRAM SOLUTION

REFERRAL PROGRAM OUTCOME

Since August 2019:üThousands of

downloads/registrationsüHundreds of startsü$$ Millions in revenue!

• Executive support from the CEO and President

• One system mandated by the firm – all others eliminated

• Educated the sales and delivery associates on the value for all

participants

• Implemented “name your recruiter” functionality to gain field

associate support

• Used in-app communication features to deliver messages and

maintain stickiness

• Marketed internally and externally (Google and Facebook ads)

KEYS TO SUCCESS

• Referral Strategy:• Pay well, pay fast and pay anyone individually (no ICs or 1099s)

• Do something with the referred candidates

• Do not ignore any of them – they can be referrers

KEYS TO SUCCESS

• Have a long-term vision for candidate/consultant engagement

• Select a solution that provides a holistic integrated approach

• Consider the needs of a changing workforce

• Start something now to leverage referrals in this high demand, low supply market

• Find the right partner

• Capability to position for long-term success while driving immediate value

• Explore a phased approach toward future vision

FUTURE PROOFING ADVICE

• Speed is key ingredient foron-demand clients

• Deliver a unified experience

• Future proofing with a candidate engagement strategyBrandon Simmons

VP Experience and Innovation Allied Global Services

ABOUT ALLIED GLOBAL SERVICES

• Workforce solutions provider• HQ in Kansas City; offices throughout Midwest • 50+ years; privately owned diversified firm

• Traditional Light Industrial/warehouse under Allied Staffing brand • IT Engineering, Administrative and Accounting & Finance• Specialty division focused on marginalized population hiring

(Disabled, Veterans, and Fair Chance) – InclusionWorks• Consulting in the digital space for staffing and recruiting firms

worldwide• Aggressive growth plan based in technology solutions

ALLIED’S JOURNEY

• Began with an overall look at our company, who we were, who we wanted to be, what it was going to take to get us there

• Determined a complete digital transformation strategy was required

• Looked at things in a radically different way to future proof business and scale

THE FUTURE IS DIGITAL

• Staffing industry traditionally slow tofeel technology’s impact• Traditional views of staffing and recruiting practices• Size of companies’ portfolios

• Lack of appetite for change

• Pressure is mounting to transform

MAKING THE MOVE

What are YOU doing to ensure not only relevancybut emerging ahead of your competition? And positioning your company for future success and growth?

TECHNOLOGY USED TO FUEL GROWTH

We approach technology and automation as ways to:

• Create efficiencies• Decrease delivery time • Allow internal staff to build deeper connections

and meaningful relationships

KEEPING UP

Filtering through the noise and staying up to date can be a complex and daunting task.

DIGITAL ECOSYSTEM

EXPERIENCE MATTERS (A LOT)

80% of job-seekerswouldn’t consider future jobs

at a company that didn’t communicate status during the

hiring process.

60% of job-seekersquit without finishing

applications because of poor experience, design or length

of application.

POLL QUESTION

How are you managing yourcandidate relationships?

A. ATS/CRM

B. Lots of phone calls

C. Automated workflows

D. Coffee

E. Email reminders

• Would a candidate who didn’t get a job with your company:• Consider a future job with your

company?• Refer a friend to your company?

• How likely is a hired candidate to refer friends to you?

• Did referrers feel informed and appreciated during their referred person’s hiring process?

EVALUATE YOUR CANDIDATE EXPERIENCE

How can a holistic approach to the candidate experience help staffing businesses scale and remain sustainable, even with economic turns?

Why is candidate engagement sucha pivotal piece of aholistic approach — and what challengescome with it?

What surprisedyou about using technologyto support a better candidate/consultant experience?

POLL QUESTION

Do you or have you runreferral programs?

A. I have a program now.

B. I’m planning to start.

C. I stopped using referrals.

D. I’ve never used referrals,but want to try!

E. Never have, never will.

WE ALL NEED REFERRALS

Referred candidates are 5x more likely, on average, to be hired than candidates from any other source.

And 15x more likely than applicants from a job board.

DON’T FORGET THE REFERRERS

Keeping referrers in the dark for more than 24-36 hours can make them question their referral and make them nervous about what’s going to happen with their friend.It can even deterthem from makingfuture referrals.

POLL QUESTION

What have you done to address your challenges withreferral management?

A. Hit pause on referrals

B. Abandoned my program

C. Started usingtechnology/software

D. Nothing, I’mstill struggling

Referrals have become the golden ticket for successful staffing— how dothey factor into sustaining success?

What advice do you have for companies looking for their referral programs to go viral?

1. A holistic approach to candidate experience is key to future-proofing your staffing model

• Automation and AIessential to quality experiences

• Candidate-first processesneed to be in place first

2. Viral Recruiting powered by candidate experience + well run program + technology

3. Digital Transformation is the path forward

THREE TAKEAWAYS


Time for your questions…


Thank you for your sponsorship


SIA Resources for Corporate Members§ Talent Acquisition Technology Ecosystem§ North America Staffing Company Survey 2019: Bonuses for

temporary worker and direct hire referrals§ North America Staffing Company Survey 2019: Highest bang-

to-buck temporary and direct hire recruiting tactics§ Temporary Worker Survey 2019: Full Report§ North America Staffing Company Survey 2018: Full Report

https://www2.staffingindustry.com/Research/Research-Reports/Americas/Talent-Acquisition-Technology-Ecosystem

https://www2.staffingindustry.com/Research/Research-Reports/Americas/Temp-and-Direct-Hire-Referral-Bonuses

https://www2.staffingindustry.com/Research/Research-Reports/Americas/Highest-Return-Recruiting-Tactics

http://www2.staffingindustry.com/site/Research/Research-Reports/Americas/Temporary-Worker-Survey-2019-Full-Report

https://www2.staffingindustry.com/Research/Research-Reports/Americas/2018-Staffing-Company-Survey


§ Copies of the slides and a link to the audio recording will be distributed to all attendees within 48 hours following the webinar.

§ A replay of the webinar will be available for Corporate Members at www.staffingindustry.com.

http://www.staffingindustry.com/


Founded in 1989, SIA is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program.

Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliersand buyers of workforce solutions make better-informed decisions that improve business results and minimize risk.As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.

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