Comments on: Employee Referral Programs

By: ERE Expo Day 1: Time for Alignment — hr bartender

ERE Expo Day 1: Time for Alignment — hr bartender — Wed, 17 Mar 2010 08:01:39 +0000

[...] particular example that was music to my ears was one company that reworked their employee referral program. Now, employees don’t wait until new hires successfully complete the introductory period. And [...]

By: Performance Metrics: Beyond the Numbers | HRM Today

Performance Metrics: Beyond the Numbers | HRM Today — Thu, 11 Mar 2010 21:39:31 +0000

[...] lessons about how to appropriately use the information. Not just human resources metrics like turnover, cost per hire, etc. But the need to understand the metrics your CEO is paying attention to. There are some [...]

By: Performance Metrics: Beyond the Numbers — hr bartender

Performance Metrics: Beyond the Numbers — hr bartender — Tue, 09 Mar 2010 09:34:20 +0000

By: | PseudoHR

| PseudoHR — Wed, 23 Dec 2009 01:58:51 +0000

[...] only is she the supplier of eggnog, the HR Bartender advises Santa, don’t skimp on the rum and don’t skimp on the referral [...]

By: Rich DeMatteo

Rich DeMatteo — Sun, 20 Dec 2009 00:32:33 +0000

The last company I worked for handed out $3,000 referrals. I was OK with the amount, but what I didn’t like was that it was $1,500 up front and $1.500 after the referred employee works a year.

The amount was also used for every position. So, technical support analysts were surely easier and less expensive for us to hire than Software Programmers, but both positions handed out the same bonus.

We were looking to change things, but before that happened the company was acquired and it was game over for us.

I agree 100% in what you’ve said. An organization can’t expect to hand out bonuses under $100 or even maybe under $500 and expect many people to work on finding a viable candidate.

By: David

David — Tue, 15 Dec 2009 17:42:51 +0000

This is a great post. I can’t disagree with anything.

People should be shifting from job boards to indexing jobs via xml in vertical search engines – so easy, ye yet hard for people that don’t fully understand search marketing issues.

One point of information: HR should own relocation costs always, not just for college recruiting. Your equation, while simple and direct, is the ideal state, not the current state.

By: Paul

Paul — Mon, 14 Dec 2009 14:21:07 +0000

refferal shemes are usually very effective, as you said as ‘one of’ and not ‘the only’ way to recruit. Were trying to expand the use of refferal schemes throuhg social networks, allowing for candiates to be reffered to employers through their professional and friend networks..