REGNANT POPULI- CASE STUDY

Question-1

According to an iCIMS study, 24% of new hires originate from a referral, but a few companies see rates
at nearly 40% on an average. Another study conducted by LinkedIn Talent Solutions states that nearly
55% of Indian talent leaders see employee referral programs as the top source of quality hire. Globally,
employee referral programs continue to be viewed as a key source of quality hires, ranked third, at 32%,
behind social professional networks (43%) and online job boards (42%).

• Alpha should not rely wholly on Referral programmes; this serves as supporting tool but cannot
replace recruiter skills. Alternate options shall be considered.

• Classification of referral programme on experience <3 yrs, 3-7yrs, 7-10yrs,10+,CXO’s. This will help in
designing a range of programs.

• Senior position takes time to fill where ERP will help as compared to junior positions.

Question-2

People associated with Alpha Group are its current employees, past employees, vendors, customer,
others shall be considered as the need of workforce will be huge under a rapid expansion.

Further,

o Referrals are the best way that people discover new jobs. Thus, as many sources, as many
referrals. (LinkedIn)
o 56% people look for new jobs through their social professional networks. (LinkedIn)
o We further propose to give first preference to company employees because:
o They are well verse with the organization culture, policies, mission and vision.
o Local vendors, customers might not provide geographical diversity which Alpha is
looking for.
o 84% people find recommendations from friends and family more trustworthy. (Nielsen)

Question-3

For Current Employees,

o Manuals shall be updated and referral benefits shall be pasted on walls as well;
o Top Management shall introduce the program in town hall meetings;
o The process of employee referrals shall be introduced as a special video session organized for
employees.
o Further, mails shall be regularly floated about the referral program and vacancies available.
Ensure the reinstating of such a program after the process of performance appraisal as maximum
employee shuffling happens during this time.

For New Employees,

• During orientation, Employees should be encouraged to participate in ERP by showing them

videos on Referral Procedure and Benefits associated with the programme;

• Identifying the role model to set benchmark as the biggest referrer in the company. Employees
shall be motivated to achieve referrer of the quarter award;

For Other Contacts,

• Sending information about availability and benefits of ERP through formal channels;

• Explaining ERP by their touch points in regular meetings.

Question-4

InMobi
For anyone who referred a candidate for engineering manager and the candidate got hired,
they gave the referrers a Royal Enfield bike (a cult in India, kind of like Harley Davidson of India)
in India and a Vespa in US offices.

Salesforce Beer Parties

Salesforce hosts Recruitment Happy Hours where the team members can invite the friends
they want to refer. Just incredible! They took the entire friction out of the entire process and
made it fun for everyone. What’s better than having a drink with your buddy at your office!

HP
Instead of focusing solely on great employee referral awards per se, Hewlett Packard
Enterprise builds a culture around it. They regularly organize company events to honor and
publicly recognize employees who refer qualified candidates. By recognizing their referring
employees as “champions” and celebrating their success, this company achieves a greater
employee engagement. **

Citrix
Citrix used an employee referral platform that was developed internally and external
referral program where select jobs were advertised publicly with a referral bonus that was
available to anyone - not just their employees.

Redhat
 They leveraged an Ambassador Program Steering Committee and the redhat Innovation
labs. redhat created three employee ambassador levels: Super Ambassador, Mega
Ambassador, Ultimate Ambassador

Facebook
Set up a weekly email campaign to employees with prompts to share jobs on Facebook,
Twitter, or LinkedIn. Promote recommended jobs to employees based on their profile (location,
department, prior roles, etc.)

Tata Consultancy Services

TCS has a referral program called 'Rapid Hire' which provides 24*7 referral help desk to
encourage employee referrals. The resumes are collected and provided on the spot screening
followed by a preliminary evaluation and instant feedback. **

Question-5

• Involving in Designing: In a pre-phase process, surveys shall be undertaken to understand the

motivators behind referring a candidate.

• Using the insights from the survey, the Reward System shall be divided in certain segments and
options will be available to employees:

I. Social Recognition / Appreciation: Acknowledging the contribution of individuals publically in

the company.

Suitable For: Those who refer for- Company (32%) and colleagues(26%).

I. Charity Bonus: Like Accenture, part of bonus will be donated to charity.

Suitable For: Those who refer for- Company, friends(32%) and colleagues.

I. Financial - Cash Prizes: Providing cash bonus ranging from one-half of referrers monthly salary
to a year’s bonus depending on the referral made.

Suitable For: Those who refer for- only cash(6%), friends and colleagues.

I. Non Monetary Rewards (Outdoor Trips / Cars/ : Granting a fully sponsored trip for families
rather than giving cash bonuses.

Suitable for: Those who refer for- everyone.

Certain Key Points to Remember:

• These rewards are in no way mutually exclusive, choice shall be given to select rewards.
 • The Time Period for rewarding shall be kept variable as per the position at which referred
candidate is hired.

• Incentives shall be attached with no. of referrals made by one referrer.

• Smaller rewards shall also be designed for referred candidate.

• Allow hired referrals to work along-with their referrers to help them absorb company’s culture
faster and better

Introducing Innovation through GAMIFICATION:

● Gamification: Organize competitions by rewarding functional teams who have higher ratio of
“Employees hired through reference/vacancies raised in teams.”

– Add score of reference from not-a-team-referrer to both the teams i.e. twice to team of
referrer and to the team whose vacancy was filled.

– Take care of the quality of references made.

– Design a group Reward System like a company sponsored outing event at the end of 1
or 2 quarters.

Made by: Samarth Arya, Rishi, Abhishek

Poseidon

UBS, Chandigarh