How to keep your employees engaged in the referral program

The engagement problem

Julien Moncalvo & Guido Nieuwkamp

What’s going on?

Social Media changed the game.

People trust employees more than the company.

Talent attraction relies more heavily on employee engagement and advocacy.

This trend is here to stay.

PROBLEMS COMPANIES FACE WITH THEIR REFERRAL PROGRAM

3. PROBLEMS

It’s always about jobs.. Rewards take months before you

receive them

Feedback on referred candidates is slow

1. Reward earlier. Micro rewards for ‘1st interview’ for example.

2. Merge your referral program with the social advocacy program. Same mechanism as job referral, only the content differs.

4. SOLUTIONS

Company Gifts

Part 1: RewardsSmall and easy to obtain rewards work best.

Amazon & Starbucks Vouchers Charity

Reward small steps

1. Micro rewards are set up to stimulate daily/weekly activity

2. Reward small to keep things easy and fun

3. Big(ger) rewards can be given for hires

What is a first interview with a qualified candidate worth to you (and the line manager)?

Are trusted by others

Part 2: Merge Referral with Social Advocacy

Employees are already talking about your

company

Reach an audience of 1140 (on average)

Why?

About Baxter Healthcare

What we do

With extensive expertise across drug, device, software, and service platforms. Baxter is uniquely positioned to enhance providers’ delivery of quality care in the hospital, home, and renal care clinics. Baxter has two global business units: Hospital Products and Renal

Where we areOur employees serve patients and clinicians in more than 100 countries and are dedicated to ensuring Baxter is there when patients need care, from hospitals and clinics to homes in rural areas and major cities.

Number of EmployeesApproximately 50’000

About me

Julien Moncalvo is an expert in HR technologies based in Zurich, Switzerland. Since 2005, he has implemented or improved HR processes/systems globally and across multiple industries. He currently works at Baxter Healthcare in Talent Acquisition.

We asked our employees..

Lessons learned (1)

Change management is keyBuild the program together with volunteers and sponsorsCommunicate constantly, involving business leaders (not HR)Policy: global - Reward schemes: local – Budget: central

It’s all about cultureKnow and target your audiencesContent: involve your marketing/communication earlyWhat makes a good Ambassador for your company?

Lessons learned (2)

Jobs, jobs and more jobs… but give me content, too!Ambassadors tend to share more jobs than contentBut they want to share content that corresponds to their experience as an employee

Where the rubber meets the tarmacIt’s best to have HR and business support on the ground to keep the program alive

Thank you!