10 Employee Referral Program Fast Facts

10 Employee Referral Program Fast Facts Employee referral programs can be the lifeblood of the recruitment process. The quality of the candidates as well as the retention rate is higher for applicants recruited through employee referral programs than it is for employees recruited through other means. Your employees know the culture in the office and what kind of work ethic it takes to perform above par at your company, and high-performing employees are likely to refer candidates that are of similar dispositions.Traditional recruiting can cost anywhere from$4,285 to well over $18,000 per hire, andthat can really add up if you have a heavy hiring season ahead of you. Theknowledge that recruiting with a referral program only costs about $1,000 per hire should be a breath of fresh air.Keep in mind, too, that referral programs donthave to rest entirely on your employees shoulders. Referral programs can involve anyone close to the organization, including retirees, stakeholders, and families of current employees. On a similar note, the program doesnt have to rest entirely on your shoulders either. Employee referral management systems offer organizations easy and streamlined waysto automate mundane operations, freeing you and your teammates to work on other matters.For those that have employee referral programs already in place, here are some facts you may not know. For HR pros who havent yet implemented employee referral programs, these10 statistics should prove as a warning sign that youre behind thetimes.1.Companies who use employee referral programs have averageretention rates of 46 percent,compared to the 33 percent retention rates oforganizations that only use career sites.2. New hires obtained through employee referralsfinish training and onboarding sooner than hires from other sources. This is not to mention that referred hires tend to start their jobs sooner than other h ires candidates from career sites start after 55 days those found on job boards start after 39 days andemployee referrals start after 29 days.3. One-third of companies planning to implement employee referral programswill use third-party software systems to manage their programs.4. Sixty-nine percent of organizations with employee referral programs offer employees who bring in culturally and functionally qualified candidates between $1,000 and $5,000 incash incentives.5. As an alternative to a cash incentives, 15 percent of companies offer time off or additional vacation days.6. Maintaining an employee referral program can become chaoticwithout easy automation. Thats why 75 percent of organizations use employee referral program systems that allow for automated or semi-automated processes.7.Referral candidates are 3-4 times mora likely to be hired than non-referral candidates.8. Not all referral hires come from employees41 percent of referrals come from the organizations external netw ork.9.New hires sourced via referral programs produce 25 percent mora profit for their companies than new hires sourced via other means.10.Referral programs can save organizations $3,000 or more per hire.Bonus Employee Referral Programs Can Attract Passive Candidates More EffectivelyEmployee referral programs have the potential to include the entire team in the recruitment process. Current employees know the organization, so they understand the job requirements and the culture, and they are more trustworthy than recruiters in the eyes of passive candidates.Because referred employees get firsthand information about the atmosphere of the company and the workload of the job, they are better prepared to join the company than non-referred employees, which makes them more likely to stay with the organization and more productive than the average recruit. The referred employees preview of the company creates a faster onboarding process, which means that new employees start working sooner th an those recruited from job boards or career sites.Overall, an effective employee referral program saves organizations time, money, and energy throughout the hiring process. It also functions as an additional tool for team-building. Want a strong workforce and a more affordable recruiting budget? Implement an employee referral program.

Accenture Partners With KIPP to Offer 300+ Students Summer Internships

Accenture Partners With KIPP to Offer 300+ Students Summer Internships Accenture Partners With KIPP to Offer 300+ Students Summer Internships We are thrilled to be supporting KIPP in these nine key markets. Each market has a different business focus which provides the opportunity to align the demand of the local workforce with the internships. Each provides a unique skills training opportunity for the students, said Stu Solomon, Accenture Managing Director Metropolitan Washington DC.This collaboration stems from an ongoing college and career readiness initiative between Accenture and KIPP. The initiative includes Future Focus, an innovative program composed of skills training, mentoring, internship and job shadowing opportunities for students across the KIPP network.Students will be placed at summer internships matching their career goals and interests, which include a rage of fields from computer science and business administration to zoo conservation and hospital guest relations. The internships will be available to students in nine KIPP regions, including Atlanta, Austin, Boston, Denver, Houston, Philadelphia, San Antonio, the San Francisco Bay area and Washington, D.C. Accenture plans to provide nearly 70 summer internship opportunities for KIPP students.Accentures long-term commitment to KIPP helps bring to life ur goal of building skills. As part of our Skills to Succeed corporate citizenship initiative, we aim to equip 700,000 people worldwide by 2015 with the skills to get a job or build a business. KIPP is proving its possible to make a significant and lasting impact on the economic well-being of individuals and their communities by connecting students with the programs and skills that will enable them to be successful.KIPPs mission is not just about getting kids to go to college we are actually working to provide support to our students all the way through college to graduation day and beyond, said Rebecca Raber of KIPP. The partnership with Accent ure is an important way to support our students on their journey by helping them develop critical career skills and hone their interests. We are very excited about the opportunities these internships will bring for our students.

4 Reasons Face-to-Face Communication Still Matters

4 Reasons Face-to-Face Communication Still Matters 4 Reasons Face-to-Face Communication Still Matters It may seem on the surface like the marketing communityhas leftthe notion of offline, in-person relationships in the dust, but in fact, the hyperconnectivity of ur current day has thrown the need for face-to-face marketing into sharp relief. As mora and more marketers turn to digital channels, it grows increasingly difficult for each marketer to get their message heard. The noise out there is deafening.I set out to research just why face-to-face marketing is so important today. The benefits of face-to-face marketing are more difficult to quantify than the digital approach (online, everything can be measured), but I was able to distill my findings down to four key areas nonverbal communication, social identity theory, empathy, and Dunbars number. Lets take a deeper look.Notethatmuch of the information contained in this post will apply to recruiters, too. After all we always say that recruiters can learn a lot from marketers.1. Nonverbal CommunicationResearch shows thatbody languageis often more important in revealing what people want than the actual words they say.For example, if someone says Yeah, right in person, you can immediately gauge whether they are being sarcastic or agreeing with you by paying attention to their tone of voice and body language. If someone types Yeah, right online, the subtleties of the expression are lost, which can lead the recipient down a rabbit hole of uncertainty.Face-to-face communication also enables marketers to leverage nonverbal cuesfortheir own advantage.By nonverbal cues, I dont mean using Jedi mind tricks to hide droids, or any of those creepy seem more authoritative with these three nonverbal cues sales techniques. What I mean is that research shows that in-person communication makes it easier to bond, leading to stronger relationships and strong relationships are a must for recruiters and marketers alike.2. Social Iden tity TheoryHumans are more comfortable aroundpeople with whom we can identify, and the groups of people we identify with help us interact with the world.Social Identity Theorybreaksour social interactionsdown into three stages categorization, identification, and social comparison.Putting people into categories helps us understand how to interact with them. How confusing would it be to travel if you couldnt distinguish between the flight attendants, gate attendants, pilots, and passengers?Once we sort everyone into categories, we place ourselves into one of those groups andadopt that groups identity.If youthink of yourself as a frequent traveler, youll identify with other frequent travelers and adopt their practices goodbye shoes with laces and checked baggage The more you identify with a category, the more your self-esteem is tied to group membership.Finally, there is the social comparison stage. Once your self-esteem is tied up in a group, that group needs to compare favorably to other groups. With your sleek carry-on bag and your business-classline-jumping privileges, you view yourself as superior to (or at least distinct from) the airport masses.So, what does this have to do with marketing? Spending time with people enables you to establish that you are part of the saatkorn group, whatever that group may be. Business/brand guru Seth Godin refers to these groups astribes What people really want is the ability to connect to each other, not to companies,writes Godin.Tribe-building is much more effective offline. It gives you the opportunity to form authentic connections with people and convince them (subtly or otherwise) that they are part of your group. And once you identify as part of the same group, your fellow group members will go out of their ways to make you look great to others (because it reflects positively back on them as well).A great example of how this works in the marketing world is theYelp Elite Squad. These people get special badges on their Yelp profiles andareinvited to private, real-world events. The more Yelpers hang out together and get to do insider-y things, the more theyll talk about the places they go and the more theyll promote Yelp. Yelp strengthened its community by creating a real-world, offline tribe.3. EmpathyEmpathy is one of the most important components of friendship, but for humans,it is difficult to feel empathy for strangers. From an evolutionary perspective, this makes sense. You dont know what a stranger is going to do, so you get stressed out. If youre stressed out, you arent going to have strong feelings if something bad happens to that person, because youll be too busy making sure nothing bad happens to yourself.This can create a challenge for brands and marketers as they try to foster connectionsbetweenstrangers. The good news is that it doesnt take much to transition from a stranger into friend, at least in terms of producing an emotional, empathetic response.One studyfrom McGill University f ound that playing the video game Rock Band with a stranger for 15 minutes is enough to reduce social stress and overcome the hurdle of unfamiliarity.If you want to get your influencers sharing your news, content, or the love they have for your products, you need tooverride theirstranger-danger responses. Once they consider you a friend, they are more likely to be excited by your news, to understand what motivates you, and to share your triumphs. Meeting them face-to-face even if its just for 15 minutes can make all the difference.4. Dunbars NumberDunbars number is the theoretical limit to the number of people with whom you are able to sustain meaningful social relationships. Your closest allies represent a group of around 5-10 people with whom you are in regular contact, while you can maintain lets get a beer-type relationships with about150 people. The people in your closest allies group shape the way you think and provide a major support network, while the people in the wider ci rcle are your network amplifiers.One of the effects of social media is that we now think it is possible to maintain relationship with hundreds, thousands, even millions of people. However, quality matters more than quantity. People in your Dunbar circle representsomeof your greatest assets. They will go out of their way to help you, and you will go out of your way to help them. They also have their own networks of allies and amplifiers that they can connect you to, and those personal introductions are going to be far more effective than cold calling or spray-and-pray emailing could ever be.Getting the most out of your network requires expending effort to build and maintainstrongrelationships. By putting time aside each week to meet with people on the fringes of your network, you can bring them back into the fold. High-quality connections, which are far more fulfilling and valuable than weak ties, require face-to-face communication to cultivate.-absatzwirtschaft gets increasingly dig ital every year, but that doesnt mean offline interaction is losing any of its power. In fact, your commitment to building real-world relationships with your customers and professional network could help you stand apart. So put down your phone, step away from your computer, and carve out time for some good old fashioned face-to-face communication.

Manage Candidates

Manage Candidates Manage Candidates Manage Candidates Managing your candidates can be challenging. Luckily, we have many actions you can take on candidates to keep your focus on getting the job filled. Forward Resume If you come across an interesting resume for a colleagues requisition, using the  forward resume action is an efficient way  of sending the information directly to his/her inbox. Send Messages Have you ever searched the resume database and found a perfect candidate for a specific position? Be proactive and send the candidate a message about the job opportunity. Add a Note A note captures your thoughts and activities (phone calls, interviews, etc.) related to this resume. If viewable company-wide, this can be a great tool to ensure that your colleagues know the history of a resume before a candidate is engaged. Copy or Move a Candidate When a candidate applies for a job ad, you can copy the candidate from the job folder into a different folder allowing you to keep track of the candidates who have applied for the job. Block a CandidateIf a resume that is not a good match for a position you are sourcing keeps appearing in your list of results, you can block that resume to make sure you bypass it if it comes up in the future. Managing Folders Folders can help you organize your candidates throughout the hiring cycle. Read on to find out how you can easily add, remove, share and manage your folders. Update Status Update the status to keep track of a candidate’s progress through the hiring cycle. This provides a quick and easy way to know exactly where a candidate stands with a particular position. It can also be very helpful if a colleague is unavailable and you need to follow up with his/her candidates. Rate a Candidate Capture your assessment of the candidate for future reference and compare them to other candidates. Back to top »

3 Reasons Why Good Job Search Advice Is Hard to Find

3 Reasons Why Good Job Search Advice Is Hard to Find 3 Reasons Why Good Job Search Advice Is Hard to Find If you took everything you read on LinkedIn and tried to apply it to your job search in real-life, some hiring managers and companies would think something is wrong with you. Yes, it seems the best job search advice is really hard to find. We explain 3 reasons why for job seekers who feel like they are going nowhere. 3. The best advice out there costs money to receive Social media is a wonderful thing for it connects everyone around the world. LinkedIn is easily the best social platform for connecting with those who may be hiring. You will also find plenty of people who offer loads of free advice. The problem with the free advice is that it often represents the advice of someone who desires: To change something they personally believe is unfair. To get a person to pay for services. So, here you have free advice that represents “what people want to see”, but then “the really helpful advice” is something you will pay for. Is that a bad thing? No, but if you are searching everywhere only for free advice, you will see lots of “ideals” more than “facts”. 2. Local job markets always differ in hiring practices and business cultures Hiring practices across the 50 United States of America have local, state, and federal laws that impact the hiring practices of a company. Federal laws obviously apply to all states (Ex: The EEOC). However, when it comes to state and local hiring practices, things can change. For example, in several cities and states around the USA, it is illegal to ask a job candidate about his or her salary history. This is not yet a federal law. Additionally, people in different job markets have different attitudes and beliefs for what makes a person a “perfect hire”. So, if you are trying to work in New York City or San Francisco, and choose to get job search advice from someone outside these major cities, you may not be as well-prepared as the local job candidate who gets advice from within the local market. Some cities are also synonymous with particular job industries, which makes it more important to find local advice from within the job market. For example, Silicon Valley, CA (Tech), NYC (Financial Services), Detroit (Automotive), or Los Angeles (Media). The job advice offered by people in these cities may sound foreign to those working around the US. 1. The demand for great advice greatly outweighs the supply of poor advice This is a problem. When it is advice that everyone needs a job in today’s economy, the easiest thing to do is start a website and claim to be an expert. When you Google the term “job search advice”, you see about 267,000,000 results. Advice is offered by websites looking to make money by charging to apply for jobs. Most of the advice is outdated and that includes results found on page 1. Saturation of bad advice may explain why finding good job advice is so difficult. But it is also difficult to find because statistics show that 88% of people only trust the online content of friends. Therefore, much of the hard work in finding good advice requires building a network of smart peers involved in helping people find jobs every day on LinkedIn. Knowing how to message them is a great help, too.

How Travel Can Benefit Your Career - The Muse

How Travel Can Benefit Your Career - The Muse How Travel Can Benefit Your Career I remember the first time I left the United States. I was about eight years old, visiting family in El Paso, Texas. During the trip, we traveled to nearby Juarez, Mexico, to visit the market. Everything about the market was different from any previous shopping experience I’d ever had. It was an open-air market with a dirt floor, and it was packed to the brim with booths. Vendors negotiated their prices, and children peddled wares. I saw goods for sale that were new to me, like a Mexican soft drink I’d never heard of or ever tasted. It gave me a new appreciation for- and curiosity about- other cultures. I spent a lot of time thinking about that trip and the many things I saw and experienced that were different from my everyday life. That trip is a significant reason why, to this day, I have an itch to travel and an interest in other cultures. In the work I do now on a college campus, I see students return from study abroad trips with similar wonder in their eyes. It’s amazing to witness the impact that a change in environment can make in a person’s life and career. Students come back with a greater understanding of the intricacies of conducting business abroad, which makes them more competitive when applying to companies that do international work. They bring new perspectives and ideas to their careers and see opportunities they may not have seen otherwise. Even if you’re not a student, travel can significantly benefit your career- here’s how. 1. It Might Open Doors You Aren’t Expecting Consider Scott Harrison, who actually paid to work with a medical mission team in West Africa when he grew tired of his (very successful) career in club promotions. His experience left him bursting with passion to improve lives in the impoverished areas he visited. Today, he’s the founder and CEO of charity: water, a highly visible and highly successful organization that provides access to clean water all over the world. But that may not have happened if Harrison hadn’t set foot on that ship bound for Liberia. Leaving your comfort zone can provide inspiration, awareness, and ideas you wouldn’t likely consider if you continued following the same routine in the same place, day after day. Not every person who travels abroad will come home and found a wildly successful organization, of course. But you may think of new ways to approach old problems, make a new business contact, or learn about a new career path that wasn’t previously on your radar. 2. It Can Help You Learn a Language Immersion in a new city or culture is an almost surefire way to pick up a language. There are other ways to learn a language- for example, traditional classes or online-based resources like Rosetta Stone or Mango Languages- but the best, most effective way to become proficient in a new language is to put yourself in a situation in which you have to use it consistently in your day-to-day interactions. Understandably, the thought of simply dropping into a foreign country and hoping you’ll develop the language skills to survive may be intimidating. To ease the apprehension, look for opportunities that will provide a little more structure and support in your immersion experience. For example, consider taking a study-abroad class through a local university or traveling with a group that will be providing a service in the country you want to visit. But what does learning a new language have to do with your career? Consider this: The United States Bureau of Labor and Statistics projects a 46% increase in employment of interpreters and translators by 2022. That means the demand for people who can communicate in multiple languages is- and will continue to be- very high. But if you’re not specifically interested in working as a translator, language skills can still benefit your career. For example, if you can speak more than one language, you can save your company from having to hire a translator for global meetings. And, in general, as technology allows organizations to interact with others across the globe, language will become increasingly important to effectively collaborate and develop partnerships. 3. It Can Increase Your Cultural Competency One branch of a large, global corporation is located in the relatively small community (i.e., the population is about 19,000) where I live. Employees at that branch have collaborated with colleagues in Singapore, Scotland, Nigeria, Brazil, and Dubai. Many of the people who work at this company weren’t necessarily looking for an international experience when they found employment there, but they have to understand their position in a global corporation to be effective. For example, I once watched a family member return to her office at this company at 9 PM, after being home from her workday for several hours. When I asked what in the world she was doing, she explained that she’d forgotten to enter some critical data in the system, and the Nigeria team would be arriving for their workday in a few hours and needed that information to complete their part of the work. Leaving it for the next day just wasn’t an option because it impacted the processes of an entire plant overseas. Employees at the local plant also have to be mindful of customs and holidays at other locations that may impact the work schedule or their ability to reach their colleagues in those locations, as well as communicating our local holidays to their counterparts worldwide who might not know that the local office will be closed. In an increasingly globalized society, learning to accept and appreciate cultural differences is a good move for your career. You certainly don’t have to leave the country to increase your comfort when interacting with people of different races or cultures, but immersing yourself in another culture can create an unparalleled awareness and understanding of people who are different than you. With that kind of understanding, when you have to talk to a colleague in Singapore to figure out why something has gone awry with an assignment, you’ll be less stressed about the interaction and less likely to feel barriers to communication- which means you’ll be more likely to easily reach a solution. Everyone wins. Traveling abroad can be a pricey investment, but it doesn’t have to be an insurmountable barrier. Look for scholarships if you’re traveling with a class, or read travel websites and blogs to learn how to cut expenses while you’re abroad. It’s worth it: This is an investment that can change your world- and your career. Photo of person and plane courtesy of Shutterstock.

Interpersonal Skills Interview Questions for Employers

Interpersonal Skills Interview Questions for Employers Interpersonal Skills Interview Questions for Employers The following sample job interview questions about interpersonal skills enable you to assess your candidate’s skills in interpersonal relationships. Feel free to use these job interview questions in your own candidate interviews. Tell me about a time when you had to work closely with a coworker whom you disliked or with whom you had trouble working. What did you do to make the relationship work so you could succeed for your company?Tell me about a time when you disagreed with the actions or decisions of your manager or supervisor. How did you approach the situation? Was the situation resolved to your satisfaction or did nothing change?Tell me about a time when you worked with a friend or a co-worker who became a friend. What did you do to ensure that the friendship bore positive results for your company? Describe a conflict you were involved in at work. How did you resolve the conflict? What happened next with that coworker or team?What are three examples of the kinds of behaviors, actions, or attitudes you are most likely to conflict with at work? Can you give me an example of a situation you addressed in the past? How was it resolved?What are the three most important factors that make you an effective, valued co-worker at your current job? What would your supervisor say are the three most important factors? If you have reporting staff, how would these staff members describe your relationship with them?During your work experiences while attending college, tell me about a time when you demonstrated that you have the ability and desire to work effectively with your coworkers.When you have entered a new workplace in the past, describe how you have gone about meeting and developing relationships with your new coworkers, supervisors, and reporting staff. Interpersonal Skills Job Interview Question Answers You are questioning to determine the interpersonal skills of your candidate. The effective coworker solves problems and conflicts with his or her peers. The candidate can demonstrate that they have built effective relationships with supervisors and reporting staff. Based on the answers, you can judge what kind of person the candidate is in the context of others in the workplace.   Sample Job Interview Questions for Employers Use these sample job interview questions when you interview potential employees. Job Interview Questions for Employers (With Descriptions)Interview Questions to Assess Cultural FitMotivation Job Interview QuestionsTeams and Teamwork Job Interview QuestionsLeadership Job Interview QuestionsManagement and Supervisory Skill Job Interview QuestionsCommunication Job Interview QuestionsEmpowerment Job Interview QuestionsPlanning Job Interview QuestionsDecision-Making Job Interview QuestionsUnusual Job Interview QuestionsInterview Questions That Can Cause Legal ProblemsReader Submitted: Favorite Job Interview Questions