#TruAus Referrals…… track 2
OK, so apologies for those attached to my twitter stream, but I think there are some great point being made here.
My last track I attended was all about Referrals.
It started with us learning about the Accenture model and basically it took off from there. In the Accenture model it seems that referrals are more like recommendations, you need to know of, how they work, their skill level etc tobe able to comfortably be ensured that you’d get the referral fee as an employee
An interesting point from there (which is logical when you think about it) was that new hires tend to refer more than people with long tenure. Is it a case of getting them while they are keen and fresh, or that people have after a while already referred everyone they know?
It was great that they have SLA’s around the Referral programme in regards to speed of process etc, you need that to garner the confidence of your current employees, nothing worse than referring someone and they never hear anything. AND it is easily trackable, to ensure compliance.
Bill then chimed in with his 2 varieties of referrals, the first one, recommendations which Accenture follows, but also noted that it has a downfall of potentially building cliques and is more memory driven, however quality of referral and of hire is normally higher.
The second style is what Bill called Social Referring. This involved getting buy in from your employees to give you access to their social networks. Using Social Media tools to access and put content, job notices etc to them. (Correct people identified by Recruiters, however the stream of content is managed by the individual employee, who opts in and out each time) I loved this idea and cannot wait to investigate some of the tools mentioned. One differentiator to this style of Referrals is that it is stated that the Employee is not “judged” on the quality of the referral, making it a “blame free exercise”
We then spoke about the rewards of referrals. How much money is relevant, is money relevant? It was a robust discussion and thought provoking at the same time. It needs to be about rewarding the behaviour of referring (if it is really important to your business) as opposed to just successful endings, this will be a change or paradigm, but something that will be seen more in the future.
Paul Jacobs entered the idea of Gamification of referral programmes, something that will take up a fair it of my brain space going forward. (I love a good gimmick, or the odd bad one) Ways to make referral programmes interesting, topical and timely. Is it something that needs to be turned on and off for most effect or just an ongoing thing?
Obviously for this to be seen as successful or not, there needs to be some measurable analytics. Most people will remember how they applied (ie via a job board or whatever, not mentioning that they were only interested in looking at your add due to the YouTube video they just saw from your company) I am now excited about researching these technologies to see relevance etc, so I can talk with something that resembles knowledge.
The last word needs to go to Kevin Wheeler, just because he is Kevin Wheeler and that is, for those of you contemplating building a referral programme, an essential ingredient is a “clear and strong culture”.