“In a candidate-driven market, your top employees are the most effective

finding, relationship-building, and selling tool that you have” Dr John Sullivan

The Case For Referrals.

1. More Efficient

2. More Effective

3. Cheaper

4. Targets Passive Candidates

5. Reduces Turnover

What’s the difference?

TraditionalRecruiting

EmployeeReferrals

Recruiting cost $4285-18000 $1000 or less

Hire Rate 1 in 10 1 in 3

Time to Placement 39-45 days 29 days

Retention after 2 years

20% 45%

How can we increase referrals?

Step 1

Audit

❑ Referrals vs Other

❑ Applicant to hire/interview ratio

❑ % of employees actively engaged

❑ Team or department specific?

❑ Open rate on company comms

❑ Spend

Net Promoter Score

Step 2

Target

❑ Volume >50% of all hires

❑ 30% of top performers participate

❑ <10% are low quality referrals

Step 3

Design

Referrals were drying up.

Referrals weredrying up

Offer More CASH!Offer MORE Cash

Oh…Oh…

Referential Treatment

❑ 48 hour follow up

❑ DON’T make the referrer jump through hoops

❑ Lead with a conversation

❑ Regular feedback

Oh…Hmm…

AIDED RECALL

Proactively target your top performers and ask them to identify the top 5 people that they know in their field.

• Highest biller• Team player• Problem solver• Creative• Manager

Ask

Stop SPAM

Do target top performers

• References

Recognition

Step 4

Relaunch

❑ Prioritise jobs ❑ Involve hiring managers ❑ Input from new hires

❑ Extend to ‘friends and family of the firm’

❑ GO BIG

“Hire-a-thon”

Successful case studies:

❑ Mulesoft800 referrals, 135 interviewed, 12 hires and counting.

❑ Sky betting + gaming 600 employees took part

90 hires10 CVs within first 8 minutes90 by the end of the day

Final thoughts…

1. Create an exceptional experience, particularly for the employee/referrer.

2. Promote the program consistently and extensively across the organisation.

3. Regularly analyse results to make improvements.

Thank you!

nudj.co

Contact: Robyn@nudj.co