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Author: Society for Human Resource Management (U.S.) Publisher: ISBN: 9781586440176 Category : Career development Languages : en Pages : 0
Book Description
In an effort to better understand employee referral programs and their effectiveness to organizations, the Society for Human Resource Management and Referral Networks conducted this survey about referral practices. Exploring such issues as structure of the program, incentives and reports, organizational emphasis, promotion, communication, and effectiveness, the study shows that employee referrals have the potential to be extremely cost-effective, citing that one reason for disagreement concerning their effectiveness may be that they work more effectively for one type of staffing than another.
Author: Society for Human Resource Management (U.S.) Publisher: ISBN: 9781586440176 Category : Career development Languages : en Pages : 0
Book Description
In an effort to better understand employee referral programs and their effectiveness to organizations, the Society for Human Resource Management and Referral Networks conducted this survey about referral practices. Exploring such issues as structure of the program, incentives and reports, organizational emphasis, promotion, communication, and effectiveness, the study shows that employee referrals have the potential to be extremely cost-effective, citing that one reason for disagreement concerning their effectiveness may be that they work more effectively for one type of staffing than another.
Author: Kes Thygesen Publisher: ISBN: 9781732779013 Category : Employee selection Languages : en Pages : 120
Book Description
"A lot has been written about employee referral programs... more information than any single organization to practically put into practice. It's difficult to know where to start making changes without understanding how a referral program works as a whole. [W]e've condensed our own experience... and refined the essence of what makes a great referral program into five actionable elements: Objectives; Incentives; Education; Communication; Technology" -- from Introduction.
Author: Guido Friebel Publisher: ISBN: Category : Employees Languages : en Pages : 51
Book Description
Employee referral programs (ERPs) are randomly introduced in a grocery chain. Larger bonuses increase referrals and decrease referral quality, though the increase in referrals is modest. Still, ERPs are highly profitable, partly, because referrals stay longer than non-referrals, but, mainly, because non-referrals stay longer in treated stores than in control stores. In a post-RCT firmwide ERP rollout, referral rates remain low for grocery jobs, but are high for non-grocery jobs, which are perceived as more attractive. Our results (1) are consistent with referral-making being driven by money and altruism toward friends; (2) show that ERPs can have substantial benefits beyond generating referrals. The most-supported mechanism for (2) is that workers value being involved in hiring.
Author: Steve Pogorzelski Publisher: McGraw-Hill ISBN: Category : Business & Economics Languages : en Pages : 264
Book Description
The global leader in providing businesses with hiring solutions, Monster has created a groundbreaking system for recruiting and retaining employees. This work shows how to produce a brand experience that attracts employees motivated by the companys mission, fulfilled by the work they will do, and empowered to expand company growth and profit.
Author: Daniel Chait Publisher: John Wiley & Sons ISBN: 1119785286 Category : Business & Economics Languages : en Pages : 275
Book Description
Powerful ideas to transform hiring into a massive competitive advantage for your business Talent Makers: How the Best Organizations Win through Structured and Inclusive Hiring is essential reading for every leader who knows that hiring is crucial to their organization and wants to compete for top talent, diversify their organization, and build winning teams. Daniel Chait and Jon Stross, co-founders of Greenhouse Software, Inc, provide readers with a comprehensive and proven framework to improve hiring quickly, substantially, and measurably. Talent Makers will provide a step-by-step plan and actionable advice to help leaders assess their talent practice (or lack thereof) and transform hiring into a measurable competitive advantage. Readers will understand and employ: A proven system and principles for hiring used by the world's best companies Hiring practices that remove bias and result in more diverse teams An assessment of their hiring practice using the Hiring Maturity model Measurement of employee lifetime value in quantifiable terms, and how to increase that value through hiring The Talent Makers methodology is the result of the authors’ experience and the ideas and stories from their community of more than 4,000 organizations. This is the book that CEOs, hiring managers, talent practitioners, and human resources leaders must read to transform their hiring and propel their organization to new heights.
Author: Mona Berberich Publisher: ISBN: 9783844832075 Category : Languages : en Pages : 112
Book Description
Summary: This book is an attempt to better understand the nature of Employee Referral Programs and their effectiveness to organizations and employees. It includes an empirical study with unprecedented data of 145 companies. Based on the findings of this study, this book discusses the general existence of Employee Referral Programs as well as common referral practices. "Employee Referral Programs" explores topics such as organizational form, scopes for design and success rates of existing programs.
Author: Guido Friebel Publisher: ISBN: Category : Languages : en Pages :
Book Description
Employee referral programs (ERPs) are randomly introduced in a grocery chain. On direct effects, larger referral bonuses increase referral quantity but decrease quality, though the increase in referrals from ERPs is modest. However, the overall effect of having an ERP is substantial, reducing attrition by 15% and significantly decreasing labor costs. This occurs, partly, because referrals stay longer than non-referrals, but, mainly, from indirect effects: non-referrals stay longer in treated than in control stores. The most-supported mechanism for these indirect effects is workers value being involved in hiring. Attrition impacts are larger in higher-performing stores and better local labor markets.
Author: Publisher: ISBN: Category : Career development Languages : en Pages : 40
Book Description
Findings -- Survey results -- Structure employee referral programs -- Incentives and rewards -- Fall-offs and repayment of rewards -- Number of referrals employees may refer and be eligible for incentives -- Extension of employee referral programs -- Promotion of employee referral programs -- Referral statistics -- Communication of employee referral programs -- Challenges encountered with employee referral programs -- Changes in employee referral programs over past three years -- Effectiveness of employee referral programs -- Effectiveness of different improvements -- Industry analysis -- Result comparison by methodology -- Demographics.
Author: Zhijian Hong Publisher: ISBN: Category : Customer relations Languages : en Pages : 71
Book Description
Customer referral programs, which encourage existing customers to recommend a firm's product or services in their social network, have become a popular marketing tool. Existing studies have studied various aspects of customer referral programs as a consequence of their practical relevance. However, little research has been conducted on studying a special type of referrals, which made by employees to their social ties, namely employee referrals. Although employee referrals haven been an effective method for acquiring new customers and stimulating employee positive outcomes, it has been neglected in the literature and little guidance can be found to help practitioners design employee referral schemes. To address this research gap, the overall goal of this dissertation is to provide conceptual understanding of the impact of employee referral rewards programs on referral likelihood and its effectiveness on customers' purchase intension. It is not only of theoretical interest, but also entails managerial implications pertaining to the optimal design of referral programs. Laying on the framework of self-perception theory, identity theory and social identity theory, this dissertation seeks to examine employee recommenders' motivation and outcomes with different tie strength and referral scheme, as well as the moderating effects of relational framing, and brand strength. Different from previous employee referral studies that are scarce in general, this dissertation investigates the effectiveness of employee referral programs from the perspective of employee recommender and receiver simultaneously. The results indicate that incentives in the referral scheme will affect employee's referral likelihood and new customer purchase intentions. When no rewards offered, employees are more likely to make recommendations to strong ties who also have higher purchase intention compared to weak ties. With incentives, employees will have higher referral likelihood with strong ties when rewards allocate to the customer, with weak ties when rewards allocate to the employee. In addition, employee referral outcomes with strong ties are moderated by the effects of relational framing and brand strength. When employee identity is salient, referral programs that framed in communal sharing ways by the firm are associated with greater employee referral likelihoods with strong ties regardless of rewards allocation. Similarly, brand strength also positively moderate employee's referral likelihood with strong ties regardless of rewards scheme.
Author: Society for Human Resource Management (U.S.)
Author: Society for Human Resource Management (U.S.)
Author: Kes Thygesen
Author: Guido Friebel
Author: Steve Pogorzelski
Author: Daniel Chait
Author: Mona Berberich
Author: Guido Friebel
Author: 
Author: 
Author: Zhijian Hong