Hiring starts with referals
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Hiring starts with referals
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Hiring starts with referals
- 2. “In a candidate-driven market, your top employees are the most effective finding, relationship-building, and selling tool that you have” Dr John Sullivan
- 3. The Case For Referrals.
- 6. 3. Cheaper
- 9. What’s the difference? Traditional Recruiting Employee Referrals 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%
- 10. How can we increase referrals?
- 11. Step 1 Audit
- 12. ❑ Referrals vs Other ❑ Applicant to hire/interview ratio ❑ % of employees actively engaged ❑ Team or department specific? ❑ Open rate on company comms ❑ Spend
- 14. Step 2 Target
- 15. ❑ Volume >50% of all hires ❑ 30% of top performers participate ❑ <10% are low quality referrals
- 16. Step 3 Design
- 18. Referrals were drying up. Referrals were drying up
- 19. Offer More CASH!Offer MORE Cash
- 20. Oh… Oh…
- 24. ❑ 48 hour follow up ❑ DON’T make the referrer jump through hoops ❑ Lead with a conversation ❑ Regular feedback
- 25. Oh… Hmm…
- 26. AIDED RECALL
- 27. 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
- 28. Ask
- 29. Stop SPAM
- 32. Step 4 Relaunch
- 33. ❑ Prioritise jobs ❑ Involve hiring managers ❑ Input from new hires ❑ Extend to ‘friends and family of the firm’ ❑ GO BIG
- 34. “Hire-a-thon”
- 35. Successful case studies: ❑ Mulesoft 800 referrals, 135 interviewed, 12 hires and counting. ❑ Sky betting + gaming 600 employees took part 90 hires 10 CVs within first 8 minutes 90 by the end of the day
- 36. 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.