Comments on: Try Using Employee Referrals for Filling Internal Openings

By: Закрытие внутрикорпоративных вакансий с помощью рекомендаций

Закрытие внутрикорпоративных вакансий с помощью рекомендаций — Mon, 18 Feb 2013 10:10:07 +0000

[...] Источник: http://planetahr.ru/ [...]

By: Juan Carrey

Juan Carrey — Tue, 22 Jan 2013 16:19:29 +0000

Hiring with referral programs is faster, as the screening and interviewing phases seems to take less time. We have made some comparative on the average time to hire (Applicant vs Referred), and referred seems to take some days or even weeks less to hire than the normal applicants.

Here is an infographic of a company using employee referral :
http://zartis.com/version-1-social-referrals-infographic-update/

Here is a bit of advertisement:
Zartis ( http://www.zartis.com ) can help you creating your employee referral program, we also recommend network connections for your job openings when your employees log into the referral section, so they don’t have to think names, we suggest them.

By: Roundup: This Week’s Popular HR News From Around The Web | Cost Management Services

Fri, 18 Jan 2013 15:08:54 +0000

[...] Try Using Employee Referrals for Filling Internal Openings Everyone knows that employee referrals produce high-quality external hires, but what most don’t know is that employee referrals can also be used to improve internal movement and placement. This boost is often sorely needed because most corporate job posting and promotion processes are poorly designed and managed. [...]

By: Sean Rehder

Sean Rehder — Thu, 17 Jan 2013 14:43:22 +0000

When it comes to good referral programs, inside or outside, I think best practice is to ask people for names…not just wait for them.

So for John’s idea, I’d ask my co-workers, “If you were going to start your own company, what 5 of your co-workers would you bring with you and why?” There’s your name gen.

~ Sean Rehder

By: Lauren Smith

Lauren Smith — Tue, 15 Jan 2013 23:00:06 +0000

Great info John, thanks!

With the right technology in place, I would argue that duplicate referrals should actually be encouraged.

Ideally, a referral candidate would be vouched for by several employees.

Talent communities are a great way to rally referrals.

http://www.ascendify.com/10-best-practices-for-building-a-talent-community/

By: Ziv Eliraz

Ziv Eliraz — Tue, 15 Jan 2013 02:25:12 +0000

Keith, yes – Zao can certainly be used for internal referrals as well. Dr Sullivan mentions small rewards for IERP’s – while we support that, a better solution we have is adding a gamification layer to an IERP. Gamification is a great way to reward employees for referrals with acknowledgement for efforts, with or without attaching a reward to it. Sometimes public recognition (in terms of a thank you, praise, points or badges) can go a much longer way for a referring employee than a movie ticket, not to mention the fact that you helped a colleague get a promotion.

By: Keith Halperin

Keith Halperin — Mon, 14 Jan 2013 20:45:13 +0000

Thanks, Dr. Sullivan. A couple things:
1) If internal and contract recruiters aren’t given “credit” toward the filling of their reqs with ERPs (external or internal) we will regard them at best as neutral and at worst as opponents to our best interests, as typically we regard 3PRs and retention specialists.

2) I have heard of a recent start up with a product that automates, expands, and tracks the ERP process, both for current openings and for the automated creation and development of candidate pipelines. Is anybody familiar with a company like this?

Cheers,

Keith keithsrj@sbcglobal.net

By: Ben Puffer

Ben Puffer — Mon, 14 Jan 2013 15:09:57 +0000

Thanks for sharing this ides, John! This was the first time I’ve heard of tailoring an ERP program to internal applicants, and it’s definitely an interesting concept. While smaller organizations may be able to communicate job openings effectively due to the lesser number of employees, larger organizations can certainly benefit from a more proactive internal recruiting approach. Great thoughts that I’ll keep in my back pocket until the right time. Thanks, again! Ben