Why Employee Referral Schemes Arent Boring

Why Employee Referral Schemes Arent Boring Everywhere I have ever worked has had an employee referral scheme. I can’t say any of them have set the world on fire. They are one of those things that you feel like you have to have, without really doing a great deal with it. A bit like my kitchen really. It’s been on my ‘to do’ list for a long time to revamp our company scheme. It has just never reached the top until recently. To be honest there are just so many other more exciting things going on in the world of recruitment right now. But when it got to that point that I just couldn’t put it off any longer, I surprised myself by finding that I have fallen in like with employee referral schemes again. Why do employee referral schemes fail? Frankly, a lot of them are boring. Rewards may not be significant enough to generate interest, or the schemes just aren’t innovative. They also need a lengthy policy with all sorts of rules. Some companies make it hard to get the reward with a list of requirements that must be fulfilled. Referral schemes need constant promotion if they are to stay top of your employee’s minds. There’s also the issue that some people have raise about diversity implications, but that’s not insurmountable. We know we should all have a scheme though. They are cost effective, and your existing employees should be capable of being advocates for your employer brand (assuming of course that your company is actually a good place to work. If it isn’t it might be best to stop reading now). Friends for benefits tips on making employee referral schemes work Firstly, decide the key aim of your scheme. Is it so save money on recruitment costs, improve your employer brand, or something else entirely? The reason for your scheme should form the basis of your rules and rewards. Secondly, strip back the rules as much as possible. If you put lots of hurdles in place before people can get their reward then they might not bother. It should feel like a good experience but if people have to wait six months for the new starter to pass their probation period if might become something to moan about rather than a motivator. The only people who shouldn’t be entitled to a reward are those involved in the hiring decision. Next, make the rewards interesting. Lots of companies just offer cash, but after tax it might not mean much, especially to your higher earners, unless you are offering plenty of money. We are offering iPads at the moment for successful referrals. You could think about offering a percentage of what the agency fee would have been, extra holiday, charity donations or chance to win a great annual prize. Or even just a choice of reward for the employee in question. Change your rewards regularly and target your hard to fill roles with higher rewards. A one size fits all approach won’t deliver results. Some people criticise reward schemes that are hierarchical for sending the wrong message, but ultimately, one aim of any scheme must be avoiding high agency fees, so why wouldn’t you pay more money for senior appointments? Don’t forget your social media links. Specifically offer rewards to your employees if they share your jobs with their connections and it results in a hire (ok, you got me, we haven’t quite got this working yet, but it’s on the plan). There’s software available now that will do this for you if you have the budget; if our FD happens to read this, I absolutely promise it will pay for itself. HRgem is rarely wrong â€" ask my husband. Finally, remind remind remind. Continually tell people that your scheme is there, and what’s in it for them, and you might just get a result. What are your experiences of employee referral schemes? Please share in the comment section below. Related: What is the Point of a Recruitment PSL?

Asking Creates Unlimited Opportunity - Personal Branding Blog - Stand Out In Your Career

Asking Creates Unlimited Opportunity - Personal Branding Blog - Stand Out In Your Career The shy or demure person, who may be as equally talented as the more outgoing, will not be as  likely to  get as far ahead in business. Thats why a friendly ask is the best tool for business, and it is one strategy that most everyone is capable of initiating. Ask Questions to build the relationship In any type of meeting, ask both business and related personal questions. Should you be meeting for the first time, ask what drove the person to choose their field. Ask about goals and expectations, both from personal as well as business perspectives. When you take a genuine interest in other people, and add an authentic touch of personal communication, they begin to reciprocate in an attempt to get to know you better, too. You may be surprised by how much you find you have in common by cautiously asking questions of a personal nature. The question could be as innocent as, “how long have you worked here; was it always in this capacity?” You might hear an excited voice revealing their career climb. Over time, more will be told to you on a confidential level due to trust being built. The prospective client becomes a long-term client who learns to rely on you. Asking these types of questions becomes an outstanding business development strategy. Ask Questions for the business Take time to learn why the prospective client felt a need to call you in to discuss potential solutions to their problems. Investigate from all angles with questions. As you exhaust these type of questions, you approach the time to ask for the business. Most people refer to asking for the sale as the close.  The problem with the term is, it implies closing doors.  Its far better to open doors to the future.  An improved question would be, When would you like to get started?  The question puts the ball in the other persons court, and an honest answer usually comes forth. Ask Questions upon building the relationship and securing the sale Checking in with management and clientele to determine if expectations were met, and possibly exceeded, is a very wise idea. Assumptions, however, should be avoided. Erroneous assumptions may be eliminated altogether, by asking additional questions. Ask how often you are expected to check in to make certain everything is on track.  Also ask which communication method they prefer.  Make note of the preference and adhere to it on their schedule. Doing so demonstrates you truly care, and influences further decisions in your favor. This is how a returning and referring clientele is built. Ask for referrals and testimonials â€" thoughtfully Most people are so busy with their own work, they dont think of offering referrals and testimonials.  This is another question that should be posed but in a soft manner, and only after a successful sale has been made. Believe it or not, some professional salespeople ask for referrals before they secure the first sale. Doing so upsets the prospective client who perceives that in the salesperson’s eyes, the sale is more important than customer care. Invariably, the sale is killed and so is the relationship. Therefore, take careful notes as to how, when, and where the client prefers to be contacted. Cheerfully check in on the appointed date and time to hear of anything that needs to be fixed. Attempt to make the adjustment swiftly. Should everything be perfect and you hear glowing remarks, ask if the client might know of anyone else with a similar need. Also ask if you may use their words as a written testimonial. People are usually flattered when you ask. Asking many types of questions provides far greater insight into the person behind the business and the business itself. Answers to the questions provide the insight needed to make the sale. Questions become your foundation for business. Striving to always build the relationships and deliver excellence in customer service positively builds your personal brand and leads you directly to  the  Smooth Sale!

On the Job by Anita Bruzzese Research Shows Why You May Make Bad Decisions

On the Job by Anita Bruzzese Research Shows Why You May Make Bad Decisions If you are under persistent, long-term stress, be aware that any decisions you make will tilt toward higher-risk options -- such as accepting a job that might be a mistake. New research from MIT neuroscientists finds that riskier decisions are made when there are impairments of a specific brain circuit. The good news is that in tests on mice, scientists were able to bring back normal thinking patterns by manipulating this circuit. The hope is that someday something similar could help people with depression, addiction, anxiety or poor decision-making. In the meantime, this is a something to be aware of when you're trying to make a decision about a new job or even a new work assignment and you've been under chronic stress. Scientists say that when you're faced with options that have both positive and negative elements, you're more likely to opt for the riskier choice because the stress is affecting your brain's decision-making. You may, for example, ignore the high cost of the job (long hours) and choose the high reward (high salary) instead of the job that will offer you less pay but give you more time off. Another cautionary note: Once the shift in thinking occurs, it can last for months. There has been plenty written about the havoc that stress causes on your body. It can lead to physical ailments such as high blood pressure and stomach problems, not to mention sleepless nights. It can hurt your relationships on the job and at home. Now with this research, there's something else to consider about stress since it might impair your decision making. While you're entering the sometimes frantic holiday season, thinking about whether it's time you took significant steps to reducing your stress, whether it's through exercise, taking up a fun hobby or even finding a therapist to talk about what's stressing you out. Your future career happiness may depend on it.