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When it comes to diversity, referrals get a pretty bad rep. It’s easy to see why. Birds of a feather do flock together. Your employees will probably refer people who are similar to them. Before you know it, you have a diversity problem. So you like referrals, but you also like diversity. Are you being forced to choose between your favorite children? Maybe not. Tons of companies are exploring ways that referral programs can improve diversity. Seattle-based company Glowforge had an all-male software engineering team. They introduced a new external referral program. Nine months later, that same team was 50 percent female. This wasn’t just some fluke. According to Lightspeed Ventures, referral programs are one of the top, low-cost methods to[…]

external referral program

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[…]

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At Drafted, we believe that referrals are an invaluable source of top talent. Research has our backs on this, too – data consistently shows that referrals lead to candidates with longer tenures, broader diversity, and better performance. Despite this, a lot of hiring managers are still wary of referral programs. Why? We asked around, did our research, and saw some of the same issues coming up. Here are 5 common hesitations employers have about referrals – and why they’re wrong. Misconception #1 ‘I already have too many candidates’ We get it – Your ATS is overflowing with candidates. You have interviews lined up for weeks and are getting more emails than you can handle. Turning down a promising referral because you have ‘too many’ other candidates[…]

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Team scaling, 1 trillion emails, and the synthesis of people and strategy with Pattie Money, CPO at SendGrid You’ve almost certainly received a SendGrid email, and you probably didn’t even know it. If you’ve ever gotten an Uber receipt, an Airbnb welcome note, or an eBay password reset, you can thank SendGrid. In the past few years, SendGrid has gone from a small tech startup to one of the most prominent companies in its space, with over 35 billion emails sent per month. In fact, on March 27th, they celebrated their trillionth email send. Naturally, we were excited to speak with Pattie Money, SendGrid’s Chief People Officer to discuss what goes on behind the scenes at the cloud-based email service.[…]

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Yesware is not a company concerned with just talent acquisition. They are a company whose focus is talent as a whole. Monthly massages. Uber compensation. Gym membership. Professional coaching. Perhaps the reason employees at Yesware seem dedicated to helping their team is because their team seems dedicated to helping them. Their company page lists some extensive and creative benefits, including unlimited vacation policies, daily catered lunch, weekly exercise classes, and dinner and an Uber home if an employee works late. We want you to be your best self, the company website says in large font above a list of some of their benefits.   A holistic approach to talent Yesware is sales acceleration SaaS company based out of Boston, MA.[…]

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The other day, we at Lever published an infographic from our most recent recruiting benchmarks research for startups and SMBs with fresh insight into how referrals dominate the recruiting process. The moral of the story was this: Referrals get hired at way higher rates (8 percent of all referrals are ultimately hired, versus 1.2 percent across all candidates) than candidates from any other origin. It’s time to step up your employee referral program (ERP). If you don’t have an ERP yet, you’re past due on the time to set one up. To help you get your employee referral program firing on all cylinders (and prevent your ERP from turning into a DERP), we invited Vinayak Ranade, CEO of the referral[…]

Officevibe brand ambassador

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[…]

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This week’s news brought yet another cautionary tale about what happens when companies deprioritize diversity. While we all claim that diversity matters, we put it on the backburner while we focus on revenue growth and product innovation. However, a new report from Lightspeed Ventures about startup recruiting trends suggests that with a few simple recruiting practices, hiring for diversity might be easier than you think. Unlocking the mystery of diversity hiring starts with a program that you’ll find at almost every startup, across all growth stages: the referral program.   The reality of startup recruiting: one third of hires come from referral programs Referral programs are the second most common of all human resource programs, only after new hire onboarding,[…]

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If you limit yourself to an in-house referral program, you’re neglecting the majority of talent in your network As we’ve written about before, employee referrals are a valuable, powerful tool for building teams. There are several types of employee referrals, and companies with referral programs have higher retention rates and are overall more effective than other sources of hiring. But many companies just incentivize their employees to make referrals – and stop there. In doing so, they’re ignoring a much bigger network of potential talent from which they could be getting introductions to candidates. Even without an external community referral program,  41% of referrals come from outside of your company already. A robust, community-sourced referral program should extend to clients,[…]

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People, process and preparing to scale In the beginning of 2016, Branch was at a team-building crossroads: The deep-linking platform for the world’s top brands had to hit lofty hiring goals in order to support their growing list of 10,000+ customers (including Drafted). They needed to scale from 40 teammates to 90, they were relying heavily on staffing agencies to fill open jobs, and they were about to hire an in-office talent acquisition team to reduce their agency dependency and transform hiring. It was at this time that Monica Cuyong joined Branch as a technical recruiter and team lead. Along with her teammate Viviana De La Torre, they would find alternative sources of qualified candidates and scale the team by 50[…]