Referral parties tend to go something like this… A department of 20-30 people hangs around the office for a couple of extra hours to be fed pizza by the talent team. While eating a slice of pie they search through their LinkedIn connections to find some people that they can refer. Referrals are found, maybe even contacted, and recorded in an ATS, spreadsheet, or hopefully somewhere.
We already know that references provided by candidates tend to be skewed positive, and that’s not always particularly helpful to the person trying to decide if a candidate is the right fit. So how do you get a more balanced picture of what this person is actually like in the workplace?
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Many employers know and use an ’employee referral program,’ often shorted to ERP. Employees can refer someone they know to the company. If the hire is successful, the employee gets a bonus, such as paid vacation or cash reward. ERP’s in this sense are strictly in-house, and operate only within the company. But there’s another, more versatile kind of ‘ERP’ – the External Referral Program. In HR circles, it’s been called a lot of different things: Community referral program Non-employee referral program, or NERP Bounty hiring program Open referral program … and so on. NERP, ORP, CRP – whatever you like to call it, external referral programs are an in-and-out-of-house program that engage the community to find top talent. Now, let’s go[…]
Set the date: learn tips and tricks for effective KPIs from these talent leaders in Openview’s upcoming webinar On April 19th, Openview Venture Partners will be hosting a webinar called The Process of People: Determining the Right Talent KPIs. The panel will be moderated by Vinayak Ranade, our CEO and founder here at Drafted, and feature two talent leaders in the tech space. The featured speakers: Adriana Roche is the VP of HR at Segment, a San Francisco-based customer data platform which recently raised $27M in its Series B round of funding. Adriana is leading the charge on making HR a tactical business partner to smoothly achieve ambitious growth goals. Richard Fye is Datadog’s Head of People Operations. Datadog[…]
This post was written by Alison Robins of Officevibe. Officevibe is a company focused on creating simple, powerful tools for teams to drive engagement and improve culture. – – Picture this: Your employees love where they work. They’re loyal to their organization. They go above and beyond to make customers happy, because they’re happy. When an outsider asks about their organization, they actually recommend it as a great place to work. This is every HR professional’s dream, but how do you know how your employees really feel? Simple. Use an employee Net Promoter Score (eNPS) to measure your team’s mood. What is eNPS? eNPS, simply put, is a way for organizations to measure the loyalty of their employees and find[…]
It’s 2017. People go across the city with Uber, and across the country with AirBnb. They clean their houses with Handy, and walk their dogs with Rover. This is the gig economy; the term being thrown around by everyone from business writers to Hillary Clinton. It’s the trend of employment from long-term, stable positions to short-term, ephemeral services by freelancers and contractors. But the majority of talent acquisition (TA) and HR teams have no plan for flexible talent management. Statistics from a PricewaterhouseCoopers (PwC) study called The Future of Work showed the stark contrast between expectation and preparation: Professionals who can find, recruit and mobilize freelance talent will be more and more valuable to companies, particularly small business and fast-moving industries.[…]
While almost every corporate HR team is making progress towards developing a more inclusive and diverse workforce, some HR leaders think the conversation on diversity isn’t moving fast enough. Some companies implement baselines like the NFL’s Rooney Rule, which requires considering at least one diversity candidate in a cycle. Most companies with a large enough team have sensitivity training of some sort, and systems in place for assisting those who feel marginalized. But many HR thought leaders believe that the way diversity is addressed is simplistic at best, and even narrow-minded. Here are 4 thought-leaders pushing the conversation on diversity forward in 2017: 1 Dr. Roxane Gay – seeing the whole picture, not labels in isolation Writer and professor Dr.[…]
Creativity, diversity & inclusion – the key ingredients to Patreon’s success Patreon has helped creators and artists earn more than $100 million – and it was only started in 2013. The secret? Patreon is a company comprised of passionate, creative people. They’re a team dedicated to funding the emerging creative class, because they are the creative class. As a company, they’re also deeply committed to core behaviors, values and inclusivity. By creators, for creators Patreon helps creators earn a sustainable income, and make a living from their work without having to be a mass-marketed, commercially-known artist. Artists and creators, however, aren’t just Patreon’s clients, they make up the Patreon team itself. Almost everyone working there has an artistic hobby. Daily jam sessions are quite[…]
Slack is changing recruiting faster than you think. In fact, it’s already happening. Most of the innovative HR and recruiting tech companies have Slack apps. If they don’t, they’re most likely designing and building them right now. Including Drafted. But most of these Slack apps are being designed as a small “value add” to the existing service these tech companies provide. Here’s a thought experiment of how you could actually use Slack to completely change the way recruiting and process happens at your company. How Slack can evolve as an Applicant Tracking System If you’re a small company that doesn’t pay for tools, you might already be doing some of these things. Use Slack Notes to keep notes on different candidates for[…]