Engaging & Improving Your Employee Referral Network

Engaging & Improving Your Employee Referral Network

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Today’s Agenda

• Introduction - 5 minutes

• Feature Presentation and Q&A - 50 minutes


• Feature Presentation and Q&A - 50 minutes

• Wrap Up and Tour of Track Page - 5 minutes

Today’s Moderator

Amy Lewis, DirectorTalent Acquisition Community


Talent Acquisition Community Human Capital Institute

Send email to [email protected] to connect on LinkedIn

Follow me on Twitter @amylewis

www.humancapitalist.org

Bloghttp://www.thetalenteconomy.com

Today’s Guest

Diana KiriakidesIndependent ConsultantFormerly Motorola Inc.


Formerly Motorola Inc.

EMPLOYEE REFERRAL

PROGRAMS

Engaging and Improving Your

Employee Referral Network

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

Changes directly made to this slide will not be displayed in Live Meeting. Edit this slide by selecting Properties in the Live Meeting Presentation menu.

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


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


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


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



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

Q & A

It’s your turn! Ask our expert…

Diana KiriakidesIndependent Consultant


Reactions or Comments? What is your key take away from this session?

Independent ConsultantFormerly Motorola Inc.

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Engaging & Improving Your Employee Referral Network