Final ERE Referral Webex_Final (1)

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Is Your Employee Referral Program as Good as You Think?

May 2014

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Manhattan Associates logo here Introductions

• Kevin Walters, Manhattan Associates Sr. Talent Acquisition Recruiter

• Linda Brenner, Designs on Talent, LLC Managing Director

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Manhattan Associates logo here

TOP TEN REASONS YOUR REFERRAL PROGRAM MIGHT NOT BE AWESOME10) Most of your referrals have quit.

9) Your CEO just announced that telecommuting is no longer an option.

8) Your company is outsourcing recruiting.

7) Your attrition rate is increasing and company revenue is decreasing.

6) You give Blockbuster gift certificates as a referral award.

5) Your company only pays a fee if your referral stays for a year.

4) Your competitors are paying higher external referral fees to your employees.

3) Your company is on a hiring freeze.

2) Your recruiting team is too busy to follow up with referrals.

1) Every employee thinks their referral is a “Must Hire” or “Rock Star.”

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Why This Topic?

• Finding great talent is harder than ever

• Referrals deliver talented candidates

• Generate low cost, high quality pipeline

• Speed up the recruitment process

• Yield higher productivity workers

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Our Purpose Today

• Current State of Employee Referrals

• Employee Referral Pitfalls

• Trends and Best Practices

• Next Step Recommendations

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Five Facts About Employee ReferralsReferred applicants:

1. More likely to be offered and accept job offers

2. Achieve higher pre-job assessment scores

3. Are a better fit vs. non-referred

4. More productive

5. Less likely to quit

Source:“The Facts About Referrals: Toward an Understanding of Employee Referral Networks” - Stephen Burksy, Bo Cowgill, Mitchell Hoffman, Michael Housman; December 11, 2013

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Standard Rewards

Lack of Tracking & CPI

Spam Issues

No Source Linkage

Lack of Change

Failure to Acknowledge

Less Targeting & Personalization

Programmatic Referral Challenges:

Effective Sourcing of

High Quality Talent

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Employee Referrals: Pitfalls1. Being slow or non-responsive with referrals

2. Delaying payment

3. Communicating too much; e.g., spam

4. Failing to update, target, refresh program

5. Failing to track results

6. Lame rewards

7. Using a confusing, difficult or manual process

What are you going to do differently?

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Best Practices in Employee Referral Programs

1• Streamline and simplify referral programs

2•Target communication; keep the referrer in the loop

3• Flex terms and program targets

4•Close the loop with the candidate and the referrer

5•Manage top referrals; build a pipeline

6• Seek new hire referrals

7•Track, recognize and reward sources

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Some Adjustments Are Simple . . . Sample Target Communication

Date: XX/XX/XXXX

Dear XX:

I would like to personally thank you for your referral of XXXX for the position of XXXX. Our employee referrals are the most reliable way we find quality hires, and we truly appreciate your efforts in helping us attract Manhattan's most important asset-our people.

We look forward to meeting XXXX, and we encourage you to continue to be on the lookout for your future co-workers!

Sincerely,

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Source Candidates Hires Hire Ratio

Employee Referral

222 58 26%

LinkedIn 302 41 14%

College Recruiting

222 120 54%

Job Fair 23 1 4%

Staffing Agency

5 1 2%

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Next Step Recommendations• Realistically evaluate the current state of your

business: Financials / stability

Culture

Growth Outlook

Pay / Perks

• Develop an elevator speech and share it broadly

• Align your referral program with your business strategy

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Questions?

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Thank you!

Kevin Walters,

Sr. Talent Acquisition Recruiter

[email protected]

[email protected]

@top2krecruiter

Linda Brenner,

Managing Director

[email protected]

404.313.3590

@designsontalent

mailto:[email protected]



Final ERE Referral Webex_Final (1)

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