Comments on: Build an ‘Executive Referral Program’ to Supplement Your Executive Recruiting http://www.ere.net/2009/08/17/build-an-executive-referral-program-to-supplement-your-executive-recruiting/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 10:32:01 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: David Lynn http://www.ere.net/2009/08/17/build-an-executive-referral-program-to-supplement-your-executive-recruiting/comment-page-1/#comment-14064 David Lynn Wed, 19 Aug 2009 16:53:23 +0000 http://www.ere.net/?p=9346#comment-14064 The executive ranks of any organization absolutely should be encouraged, and pro-actively worked by recruiting (not HR), to provide appropriate referrals for appropriate positions. However, the executives' intentions for providing referrals should be unquestionably for the good of the overall organization, not because they might receive some sort of tangible reward. I do think the suggestion of having a reward be in the form of a contribution (in the executive's name) to a charity is interesting. But even that opens up a huge can of worms in regards to how to properly delineate what kind of charities would be acceptable for the company to be making contributions to. The local homeless shelter or volunteer fire department might be one thing...but the PC police would have a field day with drawing lines around entities that are political, religious, etc...talk about opportunities for a PR nightmare! Referrals from executives are like anything else...they can be extremely good but have to be managed. Attempting to solicit referrals from the executive ranks specifically by providing rewards is misguided and much more headache than it's worth. Bottom line: A reward program for executive referrals is a bad idea. The executive ranks of any organization absolutely should be encouraged, and pro-actively worked by recruiting (not HR), to provide appropriate referrals for appropriate positions. However, the executives’ intentions for providing referrals should be unquestionably for the good of the overall organization, not because they might receive some sort of tangible reward.

I do think the suggestion of having a reward be in the form of a contribution (in the executive’s name) to a charity is interesting. But even that opens up a huge can of worms in regards to how to properly delineate what kind of charities would be acceptable for the company to be making contributions to. The local homeless shelter or volunteer fire department might be one thing…but the PC police would have a field day with drawing lines around entities that are political, religious, etc…talk about opportunities for a PR nightmare!

Referrals from executives are like anything else…they can be extremely good but have to be managed. Attempting to solicit referrals from the executive ranks specifically by providing rewards is misguided and much more headache than it’s worth. Bottom line: A reward program for executive referrals is a bad idea.

]]> By: Jennifer Massie http://www.ere.net/2009/08/17/build-an-executive-referral-program-to-supplement-your-executive-recruiting/comment-page-1/#comment-14017 Jennifer Massie Tue, 18 Aug 2009 13:05:03 +0000 http://www.ere.net/?p=9346#comment-14017 I agree with Mark in that this seems like one more way to render a third party recruiter obsolete. And since I'd rather not be obsolete, and know that I can provide a valuable service I am going to comment on this article. There is an important role for a third party recruiter here and that is to objectively screen, vet, manage interview schedules, a lot of other things that in-house HR and other executives simply don't have the time to do. The reality is that a 20-30% fee means nothing to a company that values human capital. If a company is looking to do it "cheaply", as the Author suggests, and to burden top executives with one more project, I'm not sure their intentions are in the right place. Also, HR might feel obligated to hire a candidate that is the COO's buddy or cousin just because it's the COO's buddy. Wouldn't it be harder to reject a candidate because it's "not the right match" (e.g. personality)if it's an Executive's referral. I think if a referral comes organically from executives, meaning without solicitation, it's a beautiful thing and I fully support that method. Lastly, I want to mention there is software out there to help manage referral programs called myrefernet.com. It might be worth checking out if corporate HR does indeed want to begin such a program. I agree with Mark in that this seems like one more way to render a third party recruiter obsolete. And since I’d rather not be obsolete, and know that I can provide a valuable service I am going to comment on this article. There is an important role for a third party recruiter here and that is to objectively screen, vet, manage interview schedules, a lot of other things that in-house HR and other executives simply don’t have the time to do. The reality is that a 20-30% fee means nothing to a company that values human capital. If a company is looking to do it “cheaply”, as the Author suggests, and to burden top executives with one more project, I’m not sure their intentions are in the right place. Also, HR might feel obligated to hire a candidate that is the COO’s buddy or cousin just because it’s the COO’s buddy. Wouldn’t it be harder to reject a candidate because it’s “not the right match” (e.g. personality)if it’s an Executive’s referral. I think if a referral comes organically from executives, meaning without solicitation, it’s a beautiful thing and I fully support that method.

Lastly, I want to mention there is software out there to help manage referral programs called myrefernet.com. It might be worth checking out if corporate HR does indeed want to begin such a program.

]]> By: Skye Callan http://www.ere.net/2009/08/17/build-an-executive-referral-program-to-supplement-your-executive-recruiting/comment-page-1/#comment-14000 Skye Callan Mon, 17 Aug 2009 21:46:23 +0000 http://www.ere.net/?p=9346#comment-14000 All great points! I agree that it’s a missed opportunity to not use employee referrals in expanded areas like university, executive and contractor recruiting. As you mentioned, executives are a valuable resource for referrals as they have built up strong relationships with both experienced and upcoming talent. I especially like your recommendation: “Whenever an excellent executive referral is hired, provide a summary of their qualifications to all executives so that they can better understand the level and the type of candidate that you’re seeking.” We consider all of the key elements you've detailed with the employee referral programs we develop for our clients. Including Referral Max (http://www.ckrinteractive.com/referralmax) in the mix enables us to provide a customized, targeted ERP based on the client's needs and goals, as well as provide reporting on the success of the program. All great points! I agree that it’s a missed opportunity to not use employee referrals in expanded areas like university, executive and contractor recruiting. As you mentioned, executives are a valuable resource for referrals as they have built up strong relationships with both experienced and upcoming talent. I especially like your recommendation: “Whenever an excellent executive referral is hired, provide a summary of their qualifications to all executives so that they can better understand the level and the type of candidate that you’re seeking.”

We consider all of the key elements you’ve detailed with the employee referral programs we develop for our clients. Including Referral Max (http://www.ckrinteractive.com/referralmax) in the mix enables us to provide a customized, targeted ERP based on the client’s needs and goals, as well as provide reporting on the success of the program.

]]> By: Mark Spoor http://www.ere.net/2009/08/17/build-an-executive-referral-program-to-supplement-your-executive-recruiting/comment-page-1/#comment-13998 Mark Spoor Mon, 17 Aug 2009 19:44:00 +0000 http://www.ere.net/?p=9346#comment-13998 I would agree that talent Identification is now easier, but you are still left with a gap in the screening and closing of the candidate that is hard to develop internally. A 3rd party role in these areas would still be helpful. MARK I would agree that talent Identification is now easier, but you are still left with a gap in the screening and closing of the candidate that is hard to develop internally. A 3rd party role in these areas would still be helpful.

MARK

]]> By: Build an ‘Executive Referral Program’ to Supplement Your Executive Recruiting « The Android Life http://www.ere.net/2009/08/17/build-an-executive-referral-program-to-supplement-your-executive-recruiting/comment-page-1/#comment-13994 Build an ‘Executive Referral Program’ to Supplement Your Executive Recruiting « The Android Life Mon, 17 Aug 2009 11:52:28 +0000 http://www.ere.net/?p=9346#comment-13994 [...] more from the original source:  Build an ‘Executive Referral Program’ to Supplement Your Executive Recruiting var AdBrite_Title_Color = '0000FF'; var AdBrite_Text_Color = '000000'; var [...] [...] more from the original source:  Build an ‘Executive Referral Program’ to Supplement Your Executive Recruiting var AdBrite_Title_Color = ’0000FF’; var AdBrite_Text_Color = ’000000′; var [...]

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