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employeereferrals RSS feed Tag: employeereferrals

The World’s Most Effective Referral Approach – Give Me 5!

by Mar 23, 2015, 5:23 am ET

davita_way_bridge-_contact_us An effective referral tool that takes advantage of “memory retrieval cues”

Most already realize that employee referral programs routinely produce the highest quality of hires, but few know that the “Give Me 5” program produces the highest-performing hires of any individual referral approach.

The “Give Me 5 Names” tool is easy, fast, and free. You start by proactively approaching individual top performers in the target job area, but instead of asking them the standard question “do you know anyone?” (which usually draws a blank), you instead stimulate their recollection by using an effective memory stimulation trick known as “a retrieval cue.”

You stimulate the employees memory by asking them a more targeted question like “name the best innovator who you know in this field.”Almost without exception, providing that “cue” (innovator) will result in them providing you with the name of an innovator who they know. You then continue asking them for names in up to four additional categories like best manager, best problem solver, best team player, and best under pressure, until you have five great names (which is why the program is called Give Me 5). And then because the employee will likely personally know each individual, you ask them to help you to contact them and to convince them to consider working at your firm.

The Many Advantages of Using a Give Me 5 Approach keep reading…

Employee Stars, Imaginative Campaigns, and Cool Referral Programs Highlight the Best in Recruitment Advertising

by Jan 14, 2015, 5:01 am ET

Apac DavenportHere are some lessons we can draw from the best and most creative recruitment advertising, which you can use to improve your own recruiting in 2015.

Read on.

keep reading…

Looking For Bold Recruiting Approaches? Best Practices For Recruiting STEM Women and Diversity Candidates, Part 2 of 2

by Jan 5, 2015, 5:49 am ET

Screen Shot 2014-12-23 at 2.15.54 PMUnfortunately, I have found that corporate recruiting leaders spend way too much time complaining about the many problems associated with successfully recruiting STEM women and other diversity hires. What is needed is less talk and more practical, proven recruiting solutions. The goal of this complete article is to provide 25+ leading-edge best practices in recruiting that have proven to be effective at major firms.

Last week’s (12/29/14) part one of this article covered 10 different bold recruiting practices for attracting STEM women and diverse candidates. This part two will cover 10 additional best practices in referrals, candidate slates, and accountability.

Referrals Are the Best Way to Successfully Recruit Top STEM Women keep reading…

The Power Has Shifted to the Candidate, So Current Recruiting Practices Will Stop Working

by Dec 22, 2014, 5:02 am ET

Areas where recruiting must change during 2015

If you are frustrated because your recruiting approaches are no longer producing great results, you will be happy to know that there is a logical reason behind it. I estimate that 90 percent of recruiting leaders and hiring managers have yet to realize that the power in the recruiting relationship, which for years has favored employers, has shifted over to the jobseekers.

The technical term for this change is a shift from an employer-driven market to a candidate-driven market. And The Recruiter Sentiment Survey by the MRINetwork has revealed that 83 percent of the surveyed recruiters have realized that the power has now shifted to the candidate.

Knowing the reasons for shift is less important for recruiting leaders and hiring managers than recognizing that when jobseekers hold the power in the relationship, your current array of recruiting tools and approaches will literally stop working.

Another interesting phenomenon happens after the power shifts.

keep reading…

The Top 12 Most Effective But Easy-to-Implement Recruiting Tools

by Dec 8, 2014, 5:46 am ET

Screen Shot 2014-12-04 at 1.11.42 PMCorporate recruiting leaders and recruiters, as well as hiring managers who operate in small businesses, are constantly searching for new and effective recruiting approaches. There is certainly no shortage of new and emerging recruiting approaches, but unfortunately, most of the approaches that you are likely to run across are either expensive, overly complicated, or they are extremely difficult to implement. So if you’re looking for highly effective but cheap and easy-to-implement recruiting tools, here is a descriptive list of my top 12. Each one has already been proven effective, so you won’t be the first to try it.

The Top 12 Highly Effective But Cheap and Easy-to-Implement Recruiting Tools keep reading…

Enhance Your Employee Referral Program Marketing Approach

by Nov 4, 2014, 5:35 am ET

Screen Shot 2014-10-22 at 1.34.47 PMEmployees will refer talent into an organization when it’s easy and convenient for them — push and prod them too much and you risk disengagement. Effective, targeted marketing of your program is a key driver to adoption and success.

In an effort to increase engagement, we encourage our clients to focus their efforts on customized messaging and marketing of their referral programs delivered broadly, the message may appeal to everyone at the company, but will likely only engage a few).

Here are five techniques for enhancing your referral program marketing approach: keep reading…

How This New Zealand Technology Company Has Been Able to Double Headcount Each Year

by Oct 16, 2014, 12:58 am ET

office photoEROAD is an Auckland, New Zealand-based startup that was established to modernize road user charges in New Zealand. In 2007 the business began to commercialize its research and development and seven years on, it has just launched in both Australia and the United States.

Having seen several articles about EROAD’s recent IPO, growth into Australia and North America and its comparatively huge demand for highly skilled engineers, I met with EROAD’s HR Manager Rebecca McKaskell to gain an insight into how with a relatively unknown brand she has been able to support the highly technical resourcing demands of this business. keep reading…

The Top 10 Actions for Dramatically Improving Employee Referral Program Results

by Oct 13, 2014, 12:02 am ET

As the economy improves and recruiting top talent becomes more difficult, focus on employee referrals. They routinely produce the highest volume and quality of hire. If you are getting less than 40 percent of your hires from your employee referral program, here are the top 10 actions that I have found will dramatically improve your ERP results.

The Top 10 High-impact Actions for Increasing Referral Results keep reading…

Finder’s Fee for This Job: $100,000

by Aug 7, 2014, 3:37 pm ET

NRGThe crowdsourcing referral bonus for helping find a president of a solar-power developer has been set at $100,000. keep reading…

Source of Hire: With Referrals Down, Direct Sourcing and Agency Hires Rise

by Jul 25, 2014, 6:38 am ET

CareerXroads source of external 2014Employee referrals waned again in 2013 as a source of hire, as talent acquisition leaders increasingly leaned on other recruiting methods to fill their external hires.

The just released CareerXroads source of hire survey — its 13th — found  the 50 participating employers, some with more than 200,000 workers, relied more heavily on direct sourcing and help from third party recruiters in 2013 than at any time in the previous decade.

They also accelerated their temp conversions, which, at 4.4 percent of the full-time hires, was nearly three times the rate in 2012.

In fact, except for print, every sourcing method tracked by the recruiting  consultancy CareerXroads showed an increase in hiring activity. keep reading…

Rejected Candidate Referrals and the Candidate Experience

by Jul 23, 2014, 12:38 am ET

Screen Shot 2014-06-03 at 5.11.44 PMWhat are your RCR ratios?

If you are not familiar with RCR, it stands for Rejected Candidate Referral.  The metrics are simply the ratio of RCRs in your candidate pool against other sources.

I love this metric for two reasons.

First, just because someone doesn’t get the job doesn’t mean they can’t be a source of referrals. Second, it is a bellwether metric for your overall candidate experience. Simply put, candidates who had a great experience, regardless of the result, will be more likely to refer others than those that did not have a good experience.

See, simple. Recruiting is not rocket science. I know there have been volumes written discussing candidate experience. Companies can and do invest significant time, money, and effort in creating highly curated candidate experiences. I can appreciate that work, and I have seen the value in having an experience that sets a company apart. The thing that bothers me is that like so many things we as humans touch, there is a bias towards over-complicating things.

Candidate experience can be summed up in one word: keep reading…

15 Ultra-bold Recruiting Practices — Are You Falling Behind Your Competitors?

by Jul 14, 2014, 12:29 am ET

Screen Shot 2014-07-10 at 3.10.08 PMby Trena Luong and John Sullivan

In case you haven’t noticed, the world of corporate recruiting has become so intense that formerly rare aggressive and ultra-bold recruiting practices are now becoming mainstream. Of course as a professional, you know that you have an obligation to keep up with the latest practices, but your outdated recruiting approach is damaging your firm. Are you willing to explain to: your managers why you can’t hire top performers?;  your employees why they can’t work alongside the very best?; your customers why your products have outdated features?; and to your shareholders why your company can’t grow because of its inability to recruit top talent?

For a busy manager or recruiting professional, realize that the recruiting bar is being raised every day. Because we specialize in advanced recruiting practices, we have put together a quick list of examples of ultra-bold recruiting practices in order to demonstrate just how aggressive and bold recruiting has become. Each bold practice takes only a minute to scan and we assure you that most will be startled with how much recruiting has changed.

The Top 15 Ultra-bold Recruiting Practices keep reading…

Startup Ups the Ante for Employee Referrals

by Jun 23, 2014, 5:30 am ET

That $2,000 bonus you’re offering  for every referral hire you make is going to seem like chump change this morning for anyone who caught last night’s news.

CBS aired a piece about a Silicon Valley startup offering $20,000 — that’s right, $20,000 — for every tech hire made from a referral who came from an employee company friend or family.

“We want the best of the best,” ThoughtSpot CEO Ajeet Singh told the San Francisco Chronicle, which wrote about the rich referral before it aired on CBS. “We thought $20,000 was an interesting enough number that a lot of people might actually refer people to us.”

By no means is this the first such juicy referral bonus. keep reading…

Steps for Increasing Your Speed of Hire in Order to Improve Your Quality of Hire, Part 2 of 2

by May 5, 2014, 2:06 am ET

This continuation of the two-part article covers specific actions that corporate recruiters can implement to speed up their hiring during each individual step of the recruiting process. Part 1 covered the cost of slow hiring and some advanced steps on how to improve the speed of the overall hiring process.

Speed Improvements for Each Major Step of Recruiting keep reading…

The 2014 ERE Recruiting Excellence Award Winners

by Mar 19, 2014, 5:07 am ET

ere-awards-logo-2014You saw the list of finalists — a group that, like I said in that post, really all are honorees given how close of a call most every category was, and how many good applications there were that didn’t make the final cut.

Now let’s look at the final winners. Thanks again to the judges.

Best College Recruiting Program keep reading…

‘Friends of the Firm Referrals’ — Expand Referrals to Non-Employees

by Feb 10, 2014, 12:27 am ET

There is an emerging recruiting trend where traditional employee referral programs are being expanded to allow non-employees to submit referrals. I call these variation “friends of the firm” referrals (FOF) because it expands the number of individuals who are looking for top talent for your firm beyond the traditional employee base. So that those looking for talent now include family, vendors, and other individuals who both like your firm and understand its talent needs.

Benefits of a “Friends of the Firm” Referral Program keep reading…

10 Tips to Get the Best From Your Referral Program

by Nov 5, 2013, 6:21 am ET

You’ve just created your brand new referral program because you recognize the potential locked within all your staff members to generate referrals. Here’s a quick guide to getting the most out of it. keep reading…

‘Who Do You Know?’ Is the ‘Post and Pray’ of Employee Referral Programs

by Sep 27, 2013, 1:25 am ET

ere-falllogo-facebookAt the Fall ERE Conference, Sean Rehder and Craig Campbell shared the secrets of their employee referral program. I was excited to see how they had applied some of the same principles that I had used in life insurance sales over a decade ago. keep reading…

The Top 10 Best Approaches for Winning The ‘War For College Talent’

by Aug 26, 2013, 6:00 am ET

3381_Wyatt Hall WindowStudents 2011College recruiting has been in the doldrums during most of the economic downturn, and as a result there have been few strategic changes in it, even though the rest of the recruiting function has undergone major shifts during the downturn. And just in case you haven’t seen it yourself, I am predicting that college recruiting demand is about to explode and the competition will soon reach previous “war for college talent” levels.

This resurgence of interest in college hires is due to a reviving economy but also because of the urgent need in a VUCA world for employees who are creative, innovative, fast-moving and who are comfortable with new technology.

If you are one of the corporate talent leaders who want to get and stay ahead of the competition, the time is ripe for re-examining your college program to see what needs to be done to update it. Start with the college recruiting staff. Make sure that it is staffed with data-driven, experienced recruiting professionals prepared for real change, rather than simply enthusiastic young people whose primary qualification is that they themselves are recent college grads. I’ve put together a list of the top 10 categories of strategic change that could literally propel your program into dominance. They are listed with the most impactful strategic changes appearing first.

Action Steps to Win “the War for College Talent” in 2014 keep reading…

What Are You Doing To Hire Idea People? Probably Nothing!

by Jul 15, 2013, 6:23 am ET

Innovation = Ideas + Collaboration + Execution

As a result of the dramatic business successes of firms like Google, Apple, and Facebook, almost everyone has become aware of the tremendous economic value that comes from continuous corporate innovation. But unfortunately executives at most firms have failed to realize that they can dramatically increase their corporate innovation rate by simply focusing on hiring and retaining more “idea people.”

Ideas Start the Innovation Process keep reading…