Streamlining referral process

Mercedes-Benz Research and Development India
Mercedes-Benz Research and Development India
Streamlining Referral Process
Shirish Murkute & Anurag Kumbhaj
28.07.2014

Mercedes-Benz Research and Development IndiaMercedes-Benz Research and Development India
Agenda
2
Objective1
Survey Results2
Recommendations3
Action Plan4
Streamlining Referral Process | Shirish Murkute & Anurag Kumbhaj | HRM/RDI | 28.07.2014
Appendix5

Objective
Ø  To make Employee Referral more effective, efficient and reliable
Ø  Leveraging Employee Referral to hire more quality resources
Ø  Bring in more transparency in the referral process through RMS
Ø  To reach excellence in Employee Referral
3 Streamlining Referral Process | Shirish Murkute & Anurag Kumbhaj | HRM/RDI | 28.07.2014

Survey Results
4
Survey Invite Sent to L5 & Below :
1662
Survey Taken :
662 (40%)

Survey Verdict
Strengths
• Awareness of Referral
Program
• Motivation - Intention to
refer
• Good Rewards
• Frequency of Portal Visits
Areas of Concern
• Communication
• Response Time
• Candidate Status
• Referring Process - Ease and
convenience
• Clarity in Job Description
Recommendations
• Use Digital Media to
maximum the
communication on ER
• Recognize active referrers
• Automate and improve
candidate status
communication via RMS
• Bring more clarity in Job
Description

Action Plan
Action on Recommendation
Responsible
Person/Team
Implementation
Timeline
Budget
Communication:
• Flash tickers when new position opens up on LCD’s
• Send Hot Job mailers every fortnight
• Organize recruitment fair with instant referral kiosks
Recruitment Team
Recruitment Leader
Recruitment Leader
Every Friday
Fortnightly
Every Month
NA
Recognize:
• 2 referee who refers minimum 5 successful candidates for the
Quarter. This will be based on theme of the quarter (such as
Diversity) with some special award
• Flashing the names of all the referee for the quarter
Recruitment Leader
Recruitment Team
Every Quarter
(Starting from Q4 2014)
Starting from Q4 2014
INR 100,000
(Euro 1200 approx.)
(Every Quarter)
NA
RMS Portal:
•  Add “Country Code” field in contact detail
•  Option to download JD in excel/PDF format
•  Closed positions to be removed from portal regularly
HireCraft Aug 31st 2014 NA
Status:
• Provide feedback on every referred resume within 5 days
• Provide automated updates to referee on referred candidate
status at various recruitment phases
Recruiter With Immediate Effect NA
Job Description:
• Enforce managers to provide clear and precise JD Recruiter With Immediate Effect NA

Thank You!

Appendix

Survey Results

Respondents Speaks
Motivation
“The only concern most
of the employees have is
regarding the feedback.
We don’t get the status
of the candidates after
referring. So, we feel
that the referrals are not
being considered
seriously.”
Transparency
“When we refer someone it
gives a message that CV is
already available in
database. No transparency
on that as we cannot see
what is the source for it.
Referred candidate says that
he / she has not applied,
then there should be a
reason how CV is available.”
Trust
“This Referral is like a
Black Box, The referred
resume goes to the Black
box and the referred
candidate gets a call
through the consultant
immediately. Somewhere
there is a link between the
consultants and the
referral portal.”
Clarity
“Provide correct
job description,
don’t generalize
the
requirements.”
Communication
“Please respond back
on the status or
update it on the site. A
two year old referred
candidate is also
displayed as “In
progress". That cannot
be right.”
Processing Time “I
referred a candidate &
he was interviewed for
6 months and for
different teams. Finally
referred candidate
rejected the
company.”

Respondents Recommends
Process Improvements
• Automated, prompt and frequent status
communication of referred candidates
• Automated reminder mail to employee
after 6 months
• Reduce referral processing time
• Clear and precise JD
• Provide brief reason of rejection such as
over qualified, doesn’t suit requirement,
etc
• Post jobs on both internet (mbrdi.in) and
intranet (RMS portal) simultaneously
Portal Improvements
• “DOB” field should be optional
• “How long have you known the
candidate for?” field should be removed
• “Mobile Number” field must accept
more than 10 digits
• Option to download JD in excel/PDF
format
• Closed positions must be removed from
portal promptly

Proposed Candidate Status – By HireCraft
13
v  Recruitment Tool (RMS):
†  Provide automated status updates for shortlisted candidates at various recruitment phases as
mentioned:
S.
No Instance
1 Screening
Reject
-‐
HR
2 Screening
Reject
-‐
Technical
3 Interview
-‐
Rejects
4 Offer
Reject
5 No
Show
6 Technical
Screening
-‐
in
progress
7 Interview
Scheduled
8 Offer
In
progress
9 Joined
10 Position
Status
-‐
Offered
11 Position
Status
-‐
Closed
12 Position
Status
-‐
On-‐Hold
Position
Status
Open Screening
Reject
-‐
HR Technical
Screening
-‐
in
progress
Offered Screening
Reject
-‐
Technical Interview
Scheduled
Closed Interview
-‐
Rejects Offer
In
progress
On-‐Hold Offer
Reject Joined
No
Show
Candidate
Status

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