Simplifying Employee Referrals

Simplifying Employee Referrals

Hiring great people through your trusted team – Referon – Employee Referrals that work.

Fast payments —
Seamless and immediate payments to referrers.

We're human —
Employee referrals are about relationships not social sharing.

5* Rating System —
Everyone is accountable through a performance rating.

Gamification —
A leaderboard to engage and promote referral activity.

Continuous feedback loop —
Promoting high-levels of communication.

Progressive bounties —
Ratcheted as the candidates advance in the process. The referrer earns at each stage.

We are people's people and love growing businesses

Save time and money, whilst engaging and rewarding your trusted and valued team members... Whilst removing those pain points of hiring

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Are you happy with the hole in your hiring performance?

Do you have millions in your budget to hire candidates who are dedicated to quitting on you four months down the line? Do you hope for additional team members who will create dysfunction and chaos within an already amazing company culture? How about disengagement — you must need someone on your team who is fully committed to wasting time? If you answered no to all of the above, you can probably understand, then, how essential it is for companies to hire the right people. The real cost of hiring is a topic that has been discussed time and time again but the brutal truth is that we keep making the same mistakes because we aren’t leveraging our resources to make smart hiring decisions. First and foremost — get your employees involved! YES, Referon is an employee referrals platform and we want to promote leveraging your existing talents to find new hires. *Of course! But beyond that you have an opportunity to get employees from different departments collaborating on potential new hires. You also create a link for your employees to the success of the company. Employees who refer new hires feel proud when those hires succeed in their positions (Entrepreneur). Referrals are #1 in employee retention rates after 1 year at 46% vs. 33% for other sources according to Undercover Recruiter — but we don’t wanna brag. Don’t expect traditional models to produce innovative solutions. It’s like expecting a fax machine to connect to Instagram. The traditional recruitment methods are “long in the tooth” (meaning old af). Gone are the days of considerations being limited to location, remuneration, company, job role and progression. Talented employees now work remotely, care more about social impact than salary and want a role that allows them to make an impact in the company. The traditional model reads a bit like a roulette game where you place all of your bets on getting a candidate through to different stakeholders in the hopes that they come out victorious and you can check another role off your list. And let’s be honest, cultural fit means different things to different people (ahem, unconscious bias, ahem). If you want to avoid being part of the bad hiring club where a poor hire at mid-manager level with a salary of £42,000 can cost a business more than £132,000 (REC); transparency is key. Be open and honest with candidates about things like company culture, team management and career progression — and make sure if you are using and external agency that they are well informed on all topics. Talent acquisition is not a sales role — and it shouldn’t be one. The focus should be in making sure there is a match and expectations are met on both the candidate side and the team side so there are no misconceptions about roles and responsibilities. Onboarding is a prime opportunity for employers to win the hearts and minds of new employees. Don’t waste it, experts say (SHRM). A good onboarding program can really help new employees feel engaged and help set clear expectations. Open lines of communication can set the stage for a collaborative team member early on — and let’s be real, who doesn’t love the idea of a buddy on the first day to show you where the good biscuits is kept? Good onboarding can make a new employee feel like part of the team; great onboarding can turn that employee into your brand ambassador. Your choice. If you’re looking to double up on awesomeness in your company, check us out at referon.io Are you happy with the hole in your hiring performance? was originally published in Referon on Medium, where people are continuing the conversation by highlighting and responding to this story.

Dec 18 — Read full article

HR’s competitive advantage: the 6 tools you need to know about for 2019

Hiring decisions have generally fallen on the shoulders of the HR teams within a company. But wouldn’t it be great if you could empower your employees not only to support your organization but to promote it as well? Your employees should be more involved in your hiring and retention processes and here’s how you can get there: OMG turn down your awesomeness Employees need to feel motivated — so how do we get employees to scream about how much they love their jobs from the mountain tops? Did you know that only 2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work (Forbes)? We must motivate and this is where an employee motivation tool can be very useful. Perkbox is a platform which gives your team benefits that inspire a unique employee experience, enriching their personal and working lives. They offer hundreds of perks, discounts, and freebies from big-name brands and help you identify and celebrate the outstanding people in your teams. “This book is good” — an important reviewer Reviews are a part of your company brand and must be not only acknowledged but encouraged. Glassdoor is one of the best known places for company reviews but who says you need to wait until an employee has left the company to share? Current employee reviews are quite common and if you have a happy employee who has expressed their delight with a specific project or with the way their team is being managed, ask them to put pen to paper and share it with the world. Glassdoor offers ratings and reviews of over 600,000 companies worldwide and it can be an opportunity missed if you don’t add your name to that pot. With 78% of Millennials seeing workplace quality as important when choosing an employer (Visix), it’s in an employer’s best interest to both create the space and communicate that to current and future employees. Everything begins with an idea What is one of the main things the more recent generations hold near and dear when it comes to pledging their allegiance to one company? Impact. According to the 2017 Deloitte Millennial Survey, millennials feel they can exert more influence on the world’s biggest problems via the workplace (AAT). One way to facilitate this need for impact is through innovation and ideas management. Allowing your employees to contribute their ideas to the organisation and help to improve functionality will encourage them to think innovatively. Using a product like Sideways 6 can allow you to capture up to 10 times more ideas and leverage existing communities on Microsoft Yammer, Workplace by Facebook and Slack. Having a tool in place allows your employees to bring their ideas right into the open and also leverages social channels that they’re probably already using. Insight can drive the change 89% of employers think their people leave for more money — only about 12% actually do (The Muse). In that same study from The Muse, it was shown that companies with an engaged workforce generated 2.5X more revenues than competitors with low engagement levels. Employee engagement is vital to your company growth and using the right tool can give you insights that drive that. Peakon is a hugely robust tool that provides you with the necessary engine to measure and improve employee engagement. With features like intelligent questioning and bespoke benchmarking; you can make better decisions for your people. Product launch plan but no customer launch plan? So you’ve hired your new employees but now what? Throw them into the lion’s den to fend for themselves? If you’re onboarding process isn’t a priority for your organisation — here’s why it should be: Companies with an engaging onboarding program retained 91% of their first-year workers. (TinyPulse) 69% of employees are more likely to stay with a company for three years if they experienced great onboarding (Octanner) Organizations with a standard onboarding process experience 50 percent greater new-hire productivity (SHRM) It’s no longer an option to onboard your employees properly, it’s a necessity for growth. Personably is a great tool to help improve and facilitate the employee onboarding process from day one. With features allowing you to create, automate and collaborate; you can ensure a great start. A referral is the greatest compliment you can give Word of mouth marketing is the best type of marketing right? Now apply that same logic to employee referrals. Your referrals process is an important way to encourage existing employees to be part of the hiring process. Would it surprise you that referrals are #1 in employee retention rates after 1 year at 46% vs. 33% for other sources (Undercover Recruiter). Perhaps it’s also worth mentioning that the #1 way people discover a new job is through a referral (LinkedIn). Suffice it to say, it is in your best interest, as well as your employees best interest to have a referrals process. But what if you had a tool to manage your referrals — how can that improve your process? Well, there’s an 83% uptick in engagement in employee referral programs for employers who pay out through a tech platform in real time. This is where Referon (yes, that’s us lovely bunch!) can help you hire trusted people at speed and scale. Your employees can earn at each step of the referral process and can visibly see the amount they have made. Through fast payments, a continuous feedback loop and progressive bounties; your employees can benefit from being a part of the hiring process and help you fill those gaps. Perkbox Peakon Glassdoor Katerina Pascoulis Tom Pugh-Jones - Founder @ Referon.io

Nov 18 — Read full article