Develop a Productive Employee Referral Program

Panel  moderator  –  Kara  Yarnot    Founder,  Meritage  Talent  Solu7ons  

Teresa  Keeler  Owens  Corning  

Becky  Mohr  Sapient  Nitro  

Julie  Barker  Appirio    

Jennifer  Rice  Cisco  

#intalent

MERITAGE TALENT SOLUTIONS’ EMPLOYEE REFERRAL

TRENDS REPORT

2014

#intalent

Companies with Formal Employee Referral Programs

of companies report having a formal employee referral program

SURVEY RESULTS

71%

Formal programs are most common in very large employers. of respondents with more than 50,000 employees

Does your company currently have a formal employee

referral program?

For companies with fewer than 500 employees

only 59% of respondents reported having a formal program

86%

59% #intalent

BENCHMARKING Our survey also revealed interesting data about

program structures, including management

models, goals, rewards and results.

PROGRAM STRUCTURE

#intalent

Referrals Continue to be a Primary Source of Hire for Employers with Referral Programs

PROGRAM RESULTS

% of External Hires that are Referrals

27%

0 - 25%

26 – 50%

51 – 75%

76 – 100%

Don’t know

47%

38%

4%

4%

7%

of companies with referral programs report that more than half of their external hires come from their referral program.

8%

of companies report meeting or exceeding their referral program hiring goals.

25%

of companies don’t actually have hiring goals for their program 25%

#intalent

Increasing the Quality of the Candidate pool is the top goal for companies.

GOALS OF REFERRAL PROGRAMS

10% 0%

30% 20%

50% 40%

70% 60%

90% 80%

100%

Increase Quality Increase Quantity Decrease Time to Hire

Increase Retention Increase Diversity

Other Don’t Know

Currently have program Planning to launch program

93%

67% 61%

36%

58%

27% 27%

49% 32%

18% 9% 2% 2%

#intalent

Referral Program Structure REFERRALPROGRAM MANAGEMENT

Centralized program management is the most common management structure.

76% 64%

Centralized

70%

60% 50% 40% 30%

20% 10%

0%

80%

9% 0% 16% 9% 27%

Decentralized Hybrid Not yet decided

Currently have program Planning to launch program

Most companies with programs use between

1 and 3 FTEs In HR to manage the program.

Other departments, including accounting and payroll, also have resources dedicated to program management in approximately

of companies with programs. 50%

#intalent

Referral Program Incentives

of companies offer or plan to offer cash incentives for referral hires.

59% Cash awards to employees for referral hires are the most common incentives employed.

Average Cash Incentive Paid for Referral Hires

Less than $1000

26%

73% 69%

2% 0% 18% 4% 9%

$

$

Currently have program

Planning to launch program

Between $1000 and $4999

$5000 or greater

Don’t know

of companies also offer incentives to employees for submitting a referral such as cash, prize drawings, company logo items, gift cards and coupons for dinner, movies and coffee.

18%

Non-Cash Incentives Offered for Referral Hires

of companies offer or plan to offer non-cash incentives for referral hires. 25%

54% Prize

Drawings

35% Others

27% Company

Logo Items

15% Vacation

Days

Other incentives include coupons for movies, dinner, coffee; music cards, and awards points. #intalent

Social Referrals - Driven by the implementation of 3rd party Referral Technology

TREND # 1

#intalent

Moving Beyond the “Employee” Referral Program

TREND # 2

Companies are recognizing that individuals outside their employee base are great sources of referral candidates. Thus, they are inviting them to participate in their referral programs. Former employees and customers are the most likely to be included in these programs.

#intalent

 Teresa Keeler  Talent Acquisition Leader for North America

Owens  Corning

#intalent

Owens Corning at a Glance

Ø  Founded  in  1938,  an  industry  leader  in  glass  fiber  insula7on,  roofing  and  glass  fiber  reinforcements  

Ø  2013  sales:  $5.3  billion  Ø  15,000  employees  in  27  countries  Ø  Fortune®  500  company  for  59  consecu7ve  years  Ø  Component  of  Dow  Jones  Sustainability    

World  Index  Ø  Three  powerful  businesses,  three  valuable  franchises  

–  Insula7on  –  Roofing  –  Composites  

 #intalent

Streamline, Source, Share & Sign Streamline the Process

–  Know your data, know your process. –  Follow-up is critical!

Source from all Networks –  Everyone is a Talent Ambassador!

Share Best Practices –  Pump up your profile –  Market your open positions –  Leverage your Employee Referral Program –  Power up your network

Sign - Incorporate into Internal Email Signature

Teresa M. Keeler, SPHR Talent Acquisition Leader for North America Click here for employee referral process

#intalent

 Julie Barker  Director, HR and Recruiting

 

Appirio

#intalent

Appirio: A Global Cloud Consultancy that Helps You Achieve Results Fast by Harnessing a Global Expert Community

= +

Your Business Reimagined

8  years,  800  enterprises,  3  million  users  moved  to  the  cloud  

World's  Top  Designers,  Developers  &  Data  Scien>sts  

Services Powered by 600k Member topcoderTM Community and Crowdsourcing

Platform

#intalent

Recruiting- Q2 ➢  108  offers  accepted  ➢  37  offers  sent  in  last  2  weeks  (2  internal)  ➢  Employee  Referral  Rate  (YTD  2014  )  42%    ➢  97  hired  QTD    

Speaker: Adam Morehead

   Recrui>ng  Spotlight  –  [topcoder]  Presales  Solu>on  Architect       Customers

•  Relationships •  [topcoder] education •  Engagement post-sale Technology •  Technical leader & solutions provider •  Technical ninjas (old & new technology) Presentations •  Enthusiastic and confident presentations •  Helping AE’s deliver amazing sales presentations Community •  Showcase [design, development, data science] •  Leveraging [topcoder] to deliver presales assets •  Educating and growing community resources #intalent

Continuing Education Session Presented by Top 2 Referrers at Appirio

Share Share Share

         Direct  Contact  Keep  an  Eye  on  open  posi>ons  

#intalent

Gamification

#intalent

 Becky Mohr  Manager, Hiring

SapientNitro  

#intalent

Hiring Considerations •  Grow a professional services company

•  Rapid growth on a global scale

•  Hire niche talent in multiple verticals

•  Hire in a highly competitive landscape

SapientNitro A new breed of agency redefining storytelling for an always-on world

#intalent

•  Is automated and easy – removes roadblocks

•  Delivers a high level of customer service – ensures people will continue to refer

•  Goal is to create engaged candidates •  Is a seamless and collaborative effort between hiring, marketing, sourcing and our people

Referral Program Highlights

#intalent

Hires/Results – Numbers: Referrals are our largest source of hires – Quality: Referred candidates tend to be a better long term fit Engagement – Employee engagement: 80% have referred – Candidate engagement: Award winning candidate experience

Program Success

#intalent

 Jen Rice Global Inclusion and Collaboration Talent Acquisition Lead

 Cisco Systems

Cisco  Systems  

#intalent

•  Founded in 1984 •  75,000 Employees •  Worldwide Leader in IT •  FY’14 Revenue of 47.1 Billion

Cisco Employee Resource Organization (ERO) Employee Referral Program Enhancements

•  Bring visibility about Cisco’s ERP to Diverse Cisco Employee Networks (ERO’s)

•  Provide ERO members with knowledge about open roles and insight about how to refer

high quality talent

•  Learn if strengthening ERO aligned referrals leads to an increase in diverse hires over

time by measuring multiple facets of ERO Referral Submissions, Interviews and Hires

•  Increase Employee Referral Hires while optimally infusing the program with enhanced Diversity

#intalent

ERO Talent Acquisition Collaboration

•  ERO ERP Tracking through Referral Submission Tool

•  TA shares best practices by function for “high quality referral” skill set combinations

•  Feedback to and from

EROs about ERO ERP and TA Initiatives

Results

•  10+ Participating EROs (more than 1,000 Referrals)

•  Diverse Hiring Rates 25%

+ higher than generalized ERP diverse referral submission rates

•  % of ERO ERP Submittals

Interviewed doubled between Q3 & Q4

Open Issues/Next Steps

•  Look for new ERO Collaboration Opportunities

•  Test out diverse hiring

results over longer period of time to assess validity of results and scalability

•  Enhance Marketing to the

EROs about the program

#intalent