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- Staffing Strategies: Can You Find, Recruit, and Retain the Talent You Need?
Referrals Don't Work According to Chris Forman, CEO of Airs: "ERP programs are typically a corporation's top
source of great talent," according to Chris Forman, CEO of AIRS. "That said,
most of these programs fail to deliver even 50% of their potential. The
AIRS/DJS ERP Audit is a 'one of a kind' way for leading corporations to
quickly benchmark their existing practices against the best and truly unlock
the power of their programs." (Press
Release) But, do they really work?
Even the
most
interesting studies on the subject are limited to self-reporting by one side
of the equation. Certainly, the conventional wisdom is as Forman describes it --
that "ERP" is the best approach. But who says so? Only the recruiters who
answered the surveys. (Side note: Only HR vendors
would use an acronym like ERP. The entire rest of the organization understands
ERP to mean
Enterprise Resource Planning. In short, ERP is the designation used to
describe the services of software companies like Oracle, SAP and Lawson. Can you
imagine how out of touch an HR executive would look giving a briefing on ERP? We
can hear the eyes rolling and feel the credibility diminishing.) This is the sort of data
that is routinely quoted: It's based on surveys of
hiring managers and recruiters who are reporting anecdotal evidence. These sorts
of commonly spewed statistics are rarely tied to something like the output of an
applicant tracking system. (We
found this table - from a 2000 survey -- at Vault.com). The categories themselves
are not defined in the surveys so it's anyone's bet what "Employee Referral"
actually means. To make things worse, they
have no input from candidates. Hiring is a two sided
transaction. Data that describes a candidate's view of how they got the job is
at least half of the picture. No story on this subject is complete without
verifiable data that describes the full transaction. As a small example. Suppose
a hiring manager runs a small ad on Craigslist (without authorization). Or,
suppose that he gets a great resume through internal distribution somehow. Or
suppose, that some one emails him an unsolicited resume. When he hands that to a
recruiter, isn't that a referral? The candidate who proffered the resume
certainly wouldn't see it that way. When the babysitter's Resume
comes over the transom in response to a job posting and the father of the babies
chaperones it through the process, that's an internet submission, right? Do you think that candidates
and employers share a perspective on this question? It's very unlikely that
candidates and employers see the same pictures. One sees heads, the other tails.
That's how transactions work. We think that it's unlikely
that both sides agree on which methods are most effective. What does seem clear is that
referral program software is not taking off. That would indicate that they are not
working. The software itself is easy to manage and use. As we checked around the
industry, we found widely disparate views of what a referral program was. We did
find some consistency in the view that well executed referral programs are a
rarity. While there is a large risk that a referral program will drive your
company towards mediocrity (you can only get more of the same with employee
referrals), well moderated programs do seem to reduce hiring costs. So why isn't the toolset
being adopted? Employee referral programs don't really work very well. That's
why there's a profound opportunity for Sullivan and Airs.
=============================================== PS. After penning this
piece, we found the following
Job
Hunter Survey from Weddle's. We've marked the things that could be
considered "referral" with a "+". The largest number you could impute is about
23%. 708 People were asked how
they found their last job: - 31.2% Answered an ad on a job board John Sumser © TwoColorHat. All Rights Reserved.
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