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If you want to improve the number of candidates you hire who are referred, review the pros and cons of your current employee referral program. Be open to making changes that will provide you with improved results.

This course will identify the three reasons you are not currently obtaining employee referrals. You will also review a case study where a company spend six months creating an Employee Referral Program with the support of the leadership team, that did not work. Then you will learn what changes were made to make the program very effective.

You will learn who should provide referrals and when it is most effective to ask for referrals and the value of word-of-mouth advertising which is much more valuable than most of the paid resources you may be currently using to attract talent.
This course also addresses the value of testimonials, endorsements, recommendations, and lateral marketing. In addition, you will learn six simple words that guarantee your referrals will triple!

Too often companies feel offering the most money for referrals will provide you with the greatest ROI (Return on Investment). You will learn what is just as important when upgrading your referral program.

Other areas we will address are who should lead your referral program and the relevance of a theme. You will learn how to set clear guidelines and expectations, how to provide your employees with what they need to refer top talent, and incentives that will motivate your employees to provide referrals.

Next, you will learn how to dramatically improve the quality of referrals and how to generate external referrals, from candidates you interviewed but did not end up hiring. In addition, we will address why it’s important for every employee from entry level thru the C-Suite to be actively involved in generating referrals.

This course will provide you with steps to promote your referral program while your leaders and HR are held accountable. Lastly, you will learn the best way to obtain feedback so you can evaluate and consistently improve the results you obtain from your employee referral program.

  • Reasons you don't obtain employee referrals
  • When to request referrals
  • Value of testimonials and endorsements
  • Six words that will triple referrals of top talent
  • Who should lead your program?
  • Common denominators of the best referral programs
  • How to identify what would motivate more referrals
  • Improve the quality of referrals
  • How to promote your referral program
  • Obtain referrals from candidates you didn't hire
  • Effectively evaluate and improve your employee referral program

It is very difficult to attract and hire the best talent. Often candidates who would be the best hire are working for someone else, not conducting a job search, and therefore harder to identify and attract to your company.

If you are "posting and praying" you only have access to 15% of the workforce and will end up interviewing the best candidate who saw your posting vs. the best candidate in the market. Posting and praying do not attract the other 85% of the workforce who are passive candidates. They are often the best hire because they have a track record of success, and quantifiable accomplishments and can hit the ground running, giving you a quicker ROI - return on investment.

If your current employees are happy, love their job, love your company, and are engaged employees, over 40% of your new hires should be the result of referrals. If this is not your reality, ask yourself, "Why not?" if your current employees are happy and engaged, "Why are they not referring the top talent they know?" Upgrading your referral process will provide you with better talent, save you money, and help you retain your current employees as well as new hires.

Unfortunately, more employee referral programs fail than succeed. You can evaluate your current program by the level of success and how many new hires were referred. Referred candidates are also not as guarded throughout the interview process, because they trust the person who referred them. When hired, they have an "unofficial mentor" who is the employee who referred them.
Lastly, if you’re interviewing and the hiring process provides a positive candidate experience for every candidate whether hired or not, you should be obtaining referrals from candidates you didn’t hire.

Think of how much easier it would be to attract the top talent you need to hire, who have the best chance of becoming engaged and retained if 40%+ of your new hires were referrals.

  • Entrepreneurs
  • Hiring Managers
  • Human Resource Professionals
  • Talent Acquisition Professionals, and individuals in the Staffing and Recruiting Profession
  • Any company that is hiring

Barbara J. Bruno is recognized internationally as one of the top experts in the Recruiting and Talent Acquisition Professions. She is a speaker, author, and entrepreneur who is known for her comprehensive training which shares ideas that are easy to implement. Her mission is to help others achieve greater success.

Kogan Page Publishing of London released her award-winning book “High-Tech High-Touch Recruiting” in 2020. Barb has developed a privately labeled Career Portal to help 100% of the candidates that companies attract improve the candidate experience.

Barb was selected by LinkedIn Learning to create 17 Recruiting Courses, which have had over 2 million participants worldwide, many of which have been translated into several languages for worldwide distribution. In September 2022, Barb released a new Learning Management System (Top Producer Tutor) with video, audio, and writing tutors. Her Tutor clients have experienced improved sourcing, recruiting, engagement, and retention of top talent. She prides herself on teaching techniques that help fill open requisitions faster, and with the best talent.

Barb was the Chairman of the Board for NAPS, (National Association of Personnel Consultants) President of Indiana, and Illinois State Employment Associations, and has received numerous awards including the Lincoln, Ancil T. Brown, Woman of Achievement, and Harold B. Nelson Awards. She was also inducted into the NAPS Hall of Fame. She currently serves on the Advisory Board of the Women Business Collaborative, Chairs the Staffing Workstream, and donates her time and resources to many philanthropic endeavors.

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