Comments on: Why “Name-only” Employee Referrals Produce Dramatic Results

By: Motivating Employees to Make Referrals — Determining the Most Effective Rewards - ERE.net

Mon, 12 Nov 2012 10:11:54 +0000

[...] for names only — often top employees are extremely busy and do not have the time to capture an updated [...]

By: 5 Best Recruitment Marketing Articles of the Week: Halloween Edition « SmashFly Recruitment Marketing Technology Blog

Fri, 02 Nov 2012 14:11:15 +0000

[...] Why “Name-Only” Employee Referrals Produce Dramatic Results by Dr. John Sullivan (@DrJohnSullivan) [...]

By: Hugh Fordham

Hugh Fordham — Thu, 01 Nov 2012 16:41:15 +0000

Great article and exactly right about removing the “friction” on referrals by recognising that your referrer’s knowledge is a much more valuable source of information than the data on a resume. The only thing I’d add is that if you can also decouple the referral from a specific vacancy you will make it even easier to refer because the “timing” becomes less important.

By: Update your ERP; accept name-only referrals – Zao's Rewarding Hires Blog

Update your ERP; accept name-only referrals – Zao's Rewarding Hires Blog — Thu, 01 Nov 2012 09:09:52 +0000

[...] his post, Dr. Sullivan states that the primary goal of “name-only” referrals is to increase referrals [...]

By: Etienne Le Scaon

Etienne Le Scaon — Mon, 29 Oct 2012 23:06:43 +0000

Very good post! It’s amazing to see all these great innovations and thoughts in the recruiting field lately, especially around employee referrals.

Work4 Labs is also convinced that the reach of social networks, combined with smart referral mechanisms and highly innovative matching technology is the solution to effective employee referral programs.

By: Kes Thygesen

Kes Thygesen — Mon, 29 Oct 2012 20:53:41 +0000

Great post, John. Unfortunately, many organizations don’t realize the importance of employee referrals. And if they do, they don’t quite get it yet. Another idea if you can’t offer a reward — offer work-oriented prizes, donations to charity, or only offer a prize if the referral is hired. The last tip will ensure the quality of your hires are top notch. If an employer is feeling particularly lost in the employee referral world, there is software available to get started, which include metrics and measurement, tracking everything you need to know.

By: Keith Halperin

Keith Halperin — Mon, 29 Oct 2012 19:29:27 +0000

Thanks, Dr. Sullivan. IMHO, a company that isn’t prepared to pay a substantial (four-figure) referral bonus is broke, isn’t serious about hiring and/or doesn’t value its employees, while a company that isn’t prepared to pay a substantial (four-figure) referral bonus while willing to pay substantial (20% or more) agency fees holds its employees in contempt. If management feels that it’s an employees duty to provide referrals for minimal or no compensation, they should extend that to the sales force and see if salespeople will refer/develop substantial amounts of business out of duty…How about it is every employee’s (director level or below) duty to refer at least 1 hired person/year, for which they are substantially rewarded? It would be considered part of their bonus compensation. Furthermore, an employee referral would be considered to be as a good as a sourced candidate as far as Recruiting is concerned- part of the problem with increased usage of ERs is that quite often ERs are treated like agency hires- the recruiter doesn’t get credit ….

Cheers,

Keith “Spread Around the Good Money” Halperin

By: Amy McDonald

Amy McDonald — Mon, 29 Oct 2012 14:44:15 +0000

I am in 100% support of your views here, Dr. Sullivan. Processes are only as good as the results they obtain. I think often times, the fear of change in our established processes results in longer fill time, more expensive fill rate, and an overall bad experience for the candidate who is not actively trying to look for a position in the first place. I will be sharing this!

Amy McDonald
REKRUTR.com

By: Ziv Eliraz

Ziv Eliraz — Mon, 29 Oct 2012 14:04:22 +0000

John, excellent post – we agree 100%.

Zao’s data shows that separating the referral into a two step process works extremely well. Getting the name of a candidate first, allows more employees to engage in the referral the process. When social media like LinkedIn and Facebook are involved into the platform, sometimes all you have is a name and profile, without a resume. That can then be supplemented with additional data solicited at a later point from the referrer, as Joseph mentions above.

These names can then both be designated in the platform as leads for HR, and serve as an invitation for the candidate to apply.

We also agree with providing rewards (even non monetary, like points) are a great way to incentivize referrals.

By: Jacob Madsen

Jacob Madsen — Mon, 29 Oct 2012 14:02:37 +0000

As proven so many times before, referral hiring offer an near unlimited range of opportunities, and for those that can and will utilise this there are vast opportunities.
With the ‘simplification’ of name only, this possible to be boosted even more, – thank you for sharing and keeping this topic where it belong, – at the very top of the agenda.

By: Joseph Murphy

Joseph Murphy — Mon, 29 Oct 2012 13:39:23 +0000

John, Great invitation to let go of poor data. Big data selection science documents time and time again that resume information does not support good decision making.

To make referrals more informed, consider asking the refering associate to present the reasons they value the company-job-fit of the individual on a competency based, behaviorally anchored rating scale. It will make the process more objective, provide insight regarding strenghts and development opportunites, and better prepare the recruiter for the first conversation.