Can you think of a creative name for an Employee Referral Program for a Prof. More than a referral program. What are creative names for employee recognition programs? 10 Creative Ideas for your Employee Referral Program. Google+; RSS Feed; When it comes to setting up a referral program most companies. The benefits for a company to set up an employee referral program and. What are some other ways to enhance your employee referral program with gamification? MORE: The rise of gamification. Enhance Your Employee Referral Program with Gam. Punchline For Employee Referral Program (ERS).
The Complete List of Employee Referral Program Best Practices (Part 1 of 2)I strive to be the world. As a thought leader in this field for more than 2. I have had the opportunity to assess and research hundreds of corporate ERPs, and most are pretty dull.
Too many organizations task management of the program to a loosely organized committee that rarely invests the time required to build anything more than a conservative, basic program. Despite the conservative approach taken, ERPs continue to outproduce every other external recruiting source (volume and quality of hire). In world class firms, the performance of ERPs is often double that of the average, but they often have dedicated management and a host of features few firms invest the time and resources to support. If your firm is in the process of developing a new program or redesigning your old one and you are looking to move beyond the mediocre, this checklist should give a number of ideas for building a program that will give you a competitive advantage.
Each of these advanced features has already been proven to be effective, and they can work for you provided that you have the courage to implement them. Advanced Employee Referral Program Features.
This list of exceptional program features has been broken into nine different categories, including: Strategic features. Features that improve referral program quality. Features that help sell the organization. Features that improve the effectiveness of rewards. Features that drive program responsiveness. Program communication features.
Suggestions for a creative name for an Employee Referral Program for a Prof. The Program allows employees of the company to refer potential candidates to the Firm; I'm looking for a creative, catchy. Thinking of putting together a customer referral program. How to nurture your customers using advocate marketing—before you ask for a referral; Creative.
101 Ideas for Employee Referrals Rewards 101IDEAS FOR INSPIRATION FOR YOUR ERP EMPLOYEE REFERRAL REWARDS! The triggers that motivate your employees to engage in an Employee Referral Program are unique.
A well branded referral program not only helps an. Employee ReferralProgram BrandingIdeas Launching an Employee Referral newsletter. Showcasing the employee referral program & its achievements in all. A good referral program starts with creating a work. Employee Referral Program Tips that Actually Work! John Sullivan takes the guess work out of creating an effective employee referral program by outlining some of the. Here are some employee referral program ideas. These ideas mentioned are only some of the ways to use incentives in your referral program. Don’t be afraid to get creative, the more effort you put in.
Features that extend the reach of the ERP — i. Strategic ERP features. There are several strategic actions which serve as the foundation for any effective ERP. Prioritize your jobs — referral programs that focus their resources on attracting top talent, game- changers, and innovators produce the highest ROI. The best programs do not cover all jobs and instead prioritize high- impact and hard- to- fill jobs.
Don’t waste employee time and burden your program. This close link is required because most of the connections and the relationships that your employees now build with other professionals occur via social platforms. Employees who spend dozens of hours building these relationships must be able to easily convert them into referrals and those referrals must of course be handled with a high level of customer service. Close coordination and smooth handoffs between the programs are essential (Sodexo Star Finder). Link employer branding with the ERP — having a strong employer brand makes it easier for your employees to approach and build relationships with other professionals. Having a strong employer brand and external image are also essential for convincing prospects to accept a referral.
As a result, the two functions must work closely together to ensure that it is easy for prospects to find compelling stories and to locate information about the firm’s best practices and any best- place- to- work awards that the firm has won (Google & Sodexo). Prioritize your employee. Referrals from those employees are prioritized and given expedited treatment. Employees with bad referral track records - or rule violators need to have their participation restricted (Accolo)Global referral capability is now essential — as a result of social media, it is now easy for employees to make contacts everywhere, and since there is talent around the world, referral programs must now operate globally. In addition, remote work options now make it much easier for international talent to work anywhere. The very best programs allow for some level of regional customization (Accenture).
II. Increasing the Quality and Volume of Referrals These advanced practices can make a significant impact on referral quality and volume. Create a targeted pool of likely connected referrers — do not spam all employees with referral requests. Instead, develop a targeted pool of referrers (a referral database) that can be proactively searched in order to identify and approach the small number of individual employees who have a high likelihood of knowing individuals with the required skills and experience for a particular job. This group should include the externally .
However if you desire to have an even higher percentage of diversity referrals, you need to focus your program and make it clear to your employees that diversity candidates are a high priority. Consider increasing the bonus for successful diversity hires (Sodexo). Provide referral cards . The card should praise the type of person receiving the card and note that you have decided that they would be an exceptional fit at your firm. Electronic referral cards can include a tracking code to ensure that the employee gets credit for the referral.
Encouraging your employees to wear . Recruiters can be present to provide training, accept spot referrals, to do instant assessments, and even to offer rewards for exceptional names (Agilent, Monster, & Aricent).
Allow managers and HR to refer — because managers and HR individuals are also well- connected, it’s a mistake to prohibit them from making referrals. In cases where there is a perception of a conflict of interest, allow them to opt out of the bonus or to donate the bonus to charity (Accenture).
Expand eligibility to include non- employees — non- employees who know your firm well are often willing to provide referrals. Consider including corporate alumni, retirees, vendors, spouses, references, strategic partners, and even customers. Work with finance to find the easiest administrative ways to reward non- employees (Internosis). Hold smart phone/social media/rolodex events — periodically hold short fun .
During these events team members are encouraged to review their contacts and networks in order to identify potential referral prospects (Booz Allen Hamilton). Search the . Challenge them to visit competitor locations during a particular month and to interact with employees and managers in order to identify the very best working at competitor firms. III. Features That Sell the Organization. You must provide your employees with . Educate your employees by providing them with a simple toolkit that directs them toward the best approaches and helps them to avoid learning by trial and error (Whirlpool, Aricent, & Acumen Solutions).
Provide a story inventory — the most powerful tool for selling referral prospects are authentic compelling stories about the firm. The first step is to develop an electronic story inventory so that employees can easily access your compelling stories. You should also develop a process that allows employees to contribute new stories by creating a spread- the- love website or wiki. The goal is to provide employees with access to an abundant number of stories, best practices, and examples for use in selling prospects. Short informal videos can be a powerful supplement to stories. These videos can be put together by the hiring manager or employees and highlight key employees, the current work of the group, and the exciting aspects of the new opportunity. By providing this video, you increase the chances that the prospect will fully understand the opportunity and thus agree to become a referral (Deloitte & Microsoft).
Guarantee an interview to top prospects — by providing top performers and top referrers with the opportunity to guarantee an interview for anyone who they refer, you dramatically reduce their fear that their candidate won’t even qualify for an interview. Removing this fear of rejection by both the referring employee and the potential candidate you can dramatically increase the number and the quality of your referrals. Develop a powerful slogan — although most referral programs have a slogan, very few of them are compelling, memorable, and drive action. The best program slogans are pretested to ensure that they provide the maximum impact.
Examples include “A players know other A players,” “Help us catch a rising star,” “You recommend . Solicit employees to become referral volunteers who agreed to briefly talk to . This practice can decrease dropouts and increase offer acceptance rates (Cisco). Improve your job descriptions — at some point in every referral relationship, the prospect will want to see the actual job description. Work with Compensation to ensure that the position descriptions are written in such a way that they actually excite potential referrals. Also compare your job descriptions for an open position to the competitors’ in order to ensure that yours are more compelling (Cisco). IV. Reward and Bonus Related ERP Features.
World- class programs never pay . By emphasizing the superior capability of employees to make contacts, to build relationships, and to assess potential candidates, you can educate your employees about the critical role that only they can play in filling the team with top performers and innovators (Accenture, Google, & Cisco). Offer a charity donation option — some employees are concerned about the appearance of making referrals for self- enrichment. It is wise to offer the option of donating part ($1.
Da. Vita & Accenture). Offer prize drawings and non- cash rewards — a cheaper but almost- as- effective alternative to offering cash rewards for every referral is to hold a quarterly prize drawing where every employee who has made a successful referral during the period is eligible. Automobiles or car leases make great prizes because they get everyone’s attention. Unusual vacation trips are also powerful but if you have no money, consider making the prize a ticket to a once- or twice- a- year dinner with the CEO to celebrate all employees who made successful referrals.
If you can’t afford or don’t want to offer large prizes or pay cash rewards, also consider providing a product sample, a handful of free movie tickets for the whole family, a plaque, or an award pin or T- shirt. Other no- cost prize options include a reserved parking spot, lunch with the CEO, or first- choice of vacation or shift schedules.