In Part 1 of this series, we looked at the first 35 of 70 exceptional employee referral program features. This episode continues with 36-70 and covers features related to program responsiveness, communications, special needs/populations, technology, and process management. V. Program Responsiveness Features Being responsive to those who refer and the referrals …

This March at the ERE Expo attendees (and those watching the live video stream) will be treated to something new. For the first time in the Expo’s history three of the longest-running ERE authors (Kevin Wheeler, Lou Adler, and myself) will come together for a live crossfire to respond to your questions …

Most HR measurements miss the boat! Many HR departments say they are a “business partner,” but few can provide any real evidence that they are having a strategic business impact. After years of studying CEO expectations of HR I’ve compiled a list of the kind of questions CEO’s might want …

I have a suggestion for you . . . dedicate your summer to re-building your employee referral program. Now is an ideal time to invest in program design and rejuvenation, as in most cases, chaos surrounding the new year and year end is a fading memory and distant nightmare. It’s …

The performance gap between the very best employee referral programs and the typical program is growing dramatically wider each day. Benchmark organizations dedicating resources and formally managing their programs are very close to producing 50% or more of all external hires from their programs — nearly double that of the …

Do People-Management Factors Cause Failures? In recent years, numerous scandals and disasters have demonstrated the far-reaching impact of corporate policy, and more importantly corporate practice. While firms like Enron, Bear Stearns, and “systems” best practice icon Toyota had well-documented processes, policies, and procedures, they also all engaged in management practices …

A reporter from the Wall Street Journal once asked me what I thought was the greatest secret in recruiting.  Such a broad question would usually cause one to ponder, but my immediate response was that abusive hiring processes cost organizations millions of dollars by turning possible customers into lifelong “haters.” …

In any situation where employees fail to perform as expected, investigators must determine if the human error could have been caused by factors beyond the employee’s control. Such external factors might include actions by senior management, lack of adequate information or job training, faulty inputs to the process, or rewards …

A “thank you note” from a grateful new hire… I just wanted you to know that you are my hero! The Christmas season is an ideal time for me as a new employee to say thanks to the people who helped me get this new job in this competitive job …

It’s hard to argue against the fact that 2009 has been a rough year for corporate recruiters. Budgets have been slashed, training has been all but eliminated, and even with reduced recruiting activity, requisition loads are still onerous. Not everyone celebrates Christmas, but as it falls at the end of …