1. Simple steps to
transformyour referral program
zalp.com

2. • Ittakesanaverageofjust10.4referralstomakeahire.
• At a typical company, referrals account for anywhere from 24% to
one-thirdofallhires.
• Some companies make as many as 75% of their placements
throughreferrals.
• Referral hires perform 3% to 15% better than hires from other
sources.
• Referral candidates accept offers 15% more often than regular
candidates.
A Workforce Management and Ohio State University study found that
candidates hired through an employee referral had a 25% higher
retentionratethanthosehiredthroughothermeans.
If you work in corporate recruiting, this piece of information is hardly
news. For one thing, it's a matter of common sense that the people
closest to your best employees would probably make good employees
too. For another thing, several commonly cited statistics illustrate the
valueofreferrals.
Simple steps to transform your referral program
Employee Referrals
most certainly
make the
best hires As Research States:

3. Recognizing benefits like these, more and more forward-thinking HR
departments are trying to optimize their employee referral programs
(ERPs) to yield more high-quality referrals. In fact, it's not uncommon
forHRstaffstosetagoalofincreasingemployeereferralsby50%.
Whatifyoucouldsubstantiallyincreaseyourpercentageofhiresmade
from employee-initiated referrals? What impact would this
improvementhaveonyourrecruitingbudget?
And this is possible by leveraging the power of social media with the
employee referral program of an organization. Using socially
intelligent tools that engage employees and use them as recruitment
ambassadorsistheneedofthehour.
The recruiting industry is full of ideas on how to optimize your ERP to
improve the quality of your referrals while reducing time-to-hire and
cost-per-hire. Let's take a look at some simple steps when combined
withtherighttoolscantransformyoureferralprogram.
Today there is a growing importance of engagement and
relationship building with potential candidates. With the
modified communication patterns, candidates expect two-way
interactionswithrecruiters.
Employee Referrals
most certainly
make the
best hires
Employee Referrals
most certainly
make the
best hires
Simple steps to transform your referral program

4. • A catchy program name, punchy tagline, and custom logo. Make
sure your program messaging stresses the benefits to the
employee, as well as to the company and the employee's friends.
• Branded giveaway materials, such as mouse pads, water bottles,
coffeemugs, laptop bags, and apparel.
• Periodic awards ceremonies at which employees who earned
referral bonuses receive oversized novelty checks, much like
sweepstakes winners.
• Quarterly prize drawings for employees who make successful
referrals. These prizes can be awarded in addition to any
predetermined bonus checks.
An ERP can't just be something that lives on an intranet page, likely
to be seen only by employees who are looking for it. Driving
participation in your ERP will require consistent marketing to your
entire employee base.
Marketing your
ERP
Simple steps to transform your referral program
To keep your ERP top-of-mind
with employees, consider
implementing any or all of the
following marketing components:

5. • A program newsletter that interviews employees about how they
have used their bonuses, inspiring others to achieve the same
success.
• Targeted messages to employees who work in specific
geographies, or who are most likely to have connections that can
help fill your hottest job openings.
Marketing your
ERP
Simple steps to transform your referral program

6. A second key priority in optimizing your ERP should be to deliver a
positive referral experience for your employees. Your goal? Increase
employeeparticipation by making it easy for every employee to source
talent.
• Increasethevolumeandqualityofyourreferrals.
• Prioritizeandfollowupwithrecruiters,employees,andcandidates.
• Incentivizeemployeestokeepreferringtalentedcontacts.
• Ask employees regularly for referrals. Send automated, targeted
emailsthatencourageemployeestosubmitthenamesoftheirmost
qualifiedcontacts.
• Help employees dig into their social networks. Don't assume your
employeeswillrememberalltherelevantcontactsintheirFacebook
or LinkedIn account. Chances are, they have hundreds or even
thousands of connections and won't be able to recall offhand which
Keeping
employees the
priority Your ERP should be helping you:
You can achieve these goals by focusing on
three central tasks:
Simple steps to transform your referral program

7. Keeping
employees the
priority
of them fits well for any specific open position. Instead, using social
matching technology to reach these connections automatically can
be a great solution. Socially intelligent employee referral tools such
asZALPcanhelpyoudosowithease.
• Help employees share jobs quickly and easily. Employees don't
want to add more footwork to their schedules, even if there's a
chance they'll earn a $1,000 bonus check. If you want to maximize
participation in your program, you'll need to help employees refer
their friends within a matter of a few clicks. ZALP gives your
employees not one but five easy and convenient ways to make
referrals.
And as you optimize your ERP, you should frequently reassess whether
your rewards serve two purposes: driving employee participation, and
ensuringahighqualityofreferrals.
• Do my employees value monetary rewards, gifts, or charitable
donations most highly? If you don't know the answer, consider
runningasurvey.
Ask yourself:
Simple steps to transform your referral program

8. • Should we offer employees a choice of rewards? Sometimes
options drive participationbut too many choices can be
overwhelming and can actually diminish interest among would-be
participants.
• Is our program attracting top performers? One way to drive higher-
quality referrals is to offer bonuses only after a new hire has
remained with the company for a set period of time perhaps 90
days.
• Does our program build teamwork and pride among the
workforce? Cash awards will convince most employees to sit up
andtakenoticeasZALPcanhelpyoudosowithease.
But according to recruiting thought leader Dr. John Sullivan, you
should “instill in your employees that the primary reason that
they should refer people is because the team wins 'when it has
the best players.' It is a superior motivator over monetary
rewards, because it turns referrals into an opportunity to provide
theirteammatesandthemselveswiththeverybestco-workers.”
Keeping
employees the
priority
Simple steps to transform your referral program

9. In their hurry to make the ERP as easy and as appealing as possible for
employees, companies often neglect to optimize the candidate
experience.Buttheydosoattheirownperil.
As you work to provide the best possible candidate experience, keep in
mind that you're not just striving to avoid committing breaches of
etiquette and other relatively minor mistakes. Providing a positive
candidate experience enables your company to build a superior
employmentbrand.This,inturn,willhelpensureapipelineoftalentfor
futureopenpositions.
Simple steps to transform your referral program
Enhancing the Candidate
Experience

10. ZALP enables organizations to automate and streamline every aspect
of their employee referral program while at the time same integrating
it with the potent potential of social recruitment using its advanced
socialmediacapabilities.
The unique aspect about ZALP is that it gives employees not one but
five easy and convenient ways to refer jobs to their connections.
Interesting features like the ZALP Match ensures that even if
employeesdonothaveatopofmindconnectiontomakeareferral,the
built-in intelligent match feature suggests the most relevant matches
forajoboutofhis/herownsocialnetworkconnections.
Each of ZALP's features have been specifically developed to
give organizations a new and innovative referral platform that
drastically accelerates employee participation which in turn
results in a considerable reduction in the cost per hire and time
tofill.
Advanced features like the ZALP Track ensures that employees are
kept well updated on the status of their referrals by giving them real
timeupdatesontheentirereferralprogress.
The interesting thing about ZALP is that it is a highly scalable tool and
can be seamlessly used by organizations having 100 to even 10000+
employees.
Considering ZALP operates in the SAAS model (software -as-a-
service) organizations do not have to go through the cumbersome
hassles of integration and implementation. Organizations with even a
global presence can effortlessly adopt ZALP without having to go
throughanyelaborateintegrationprocess.
Unleash the potential of your Employee Referral Program
with ZALP–The Socially Intelligent Employee Referral Tool
Simple steps to transform your referral program

11. Request a
free demo
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