I am working on a referral give away program, not for successful referrals but for a raffle we will hold twice a year.  Anyone employee who has referred a candidate is eligible, and gets one entry per candidate referred.  I am hoping to get 500-1000$ for the prize.  Hoping to come up with some unique ideas besides iPADS and gift cards...anyone?

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Hi Kirby, I have worked for companies that have offered 3-day trips to different places. They would offer to pay for vacation expenditures of up to $1000, which I thought was fun. You could also partner with Groupon Getaways to get more for your money. Just an idea!

Where are the winners located? Perhaps there is a local event or place that would be a fun prize.

For example, one prize my employees used to love was the "Big Easy" prize. We were an hour drive from New Orleans. They got one day off with pay, a basket (or box) with things like a gas card or 2 day car rental certificate; a set of tickets to the Zoo/aquarium/Imax; room for 1 or 2 nights in the French Quarter; and  certificates or prepaid meals at a few restauruants nearby. Sometimes there were festivals or events going on, and admission to those might be part of the package. So though it is partly gift card type of prize, it was fun and a bit more personalized for people to receive.

An extra week of vacation.

Great idea.  One of the things lots of people have floated around here in Dallas is going to SXSW...that might be cool

Amber said:

Where are the winners located? Perhaps there is a local event or place that would be a fun prize.

For example, one prize my employees used to love was the "Big Easy" prize. We were an hour drive from New Orleans. They got one day off with pay, a basket (or box) with things like a gas card or 2 day car rental certificate; a set of tickets to the Zoo/aquarium/Imax; room for 1 or 2 nights in the French Quarter; and  certificates or prepaid meals at a few restauruants nearby. Sometimes there were festivals or events going on, and admission to those might be part of the package. So though it is partly gift card type of prize, it was fun and a bit more personalized for people to receive.

Thank you!  I will check out Groupon Getaways...

Ashley Healy said:

Hi Kirby, I have worked for companies that have offered 3-day trips to different places. They would offer to pay for vacation expenditures of up to $1000, which I thought was fun. You could also partner with Groupon Getaways to get more for your money. Just an idea!

Cole,

My thought is don’t do a raffle.

Raffles do not reward quality results—they reward lucky results.   Certain employees will be bummed out if they refer an outstanding candidate who gets hired and discover the winner of the raffle didn’t get anyone hired. 

And getting high participation for only one prize is pretty cheap in the scheme of things.  No one likes to stand around for one pick out of the bin for one winner because the odds are drastically against them.  They love multiple winners because the odds of others winning is a boost and if the prize has some value to it—you will get serious participation.

What is the purpose of an Employee Referral Program if it’s not to get some quality hires out of the effort…without pissing off the employee population in the process?

 

Valintino - good thoughts, and let me clarify the program I am pitching.  We offer $1000.00 for a successful referral by an employee after 90 days.  We also offer a 100$ meal the day of the referred persons start date for the referrer and the referee.  (immediate gradification, plus highlights referral VALUE to new hire).  We also do some things for referrals from our consultants and I am working on an open referral plan to ANYONE who helps me hire someone via referral.  The drawing idea was one I wanted to add because I have some people who refer people, their friends, like crazy.  For whatever reason they aren't getting hired, but the action of yet referral is still insanely important for future needs as well as getting our brand message out there.  My goal is to reward quality, but also participation to keep the referral pipeline coming. Most referral plans die because people ONLY refer their closest network, and if that doesn't work they stop referring. I am betting the raffle will keep people engaged in the referral program, sourcing for me at industry events, client meetings, etc...

Thoughts?



Valentino Martinez said:

Cole,

My thought is don’t do a raffle.

Raffles do not reward quality results—they reward lucky results.   Certain employees will be bummed out if they refer an outstanding candidate who gets hired and discover the winner of the raffle didn’t get anyone hired. 

And getting high participation for only one prize is pretty cheap in the scheme of things.  No one likes to stand around for one pick out of the bin for one winner because the odds are drastically against them.  They love multiple winners because the odds of others winning is a boost and if the prize has some value to it—you will get serious participation.

What is the purpose of an Employee Referral Program if it’s not to get some quality hires out of the effort…without pissing off the employee population in the process?

 

Apologies, Cole—

When you mentioned an employee referral “raffle”, with no indication of a structured ERP, I assumed a naive approach was in the works.  Now, I understand you actually have a structured ERP and want to stir-up more volume and stoke it with some reward.  My input and concern would still be the question of “quality” returns.  . 

Your concern is that your employee base is tapped-out or may soon dry-up if you don’t initiate yet another incentive.  Yes/No?  My philosophy continues to be good and great employees know good and great professionals—from school ties; former employer experiences; professional organizations; and social circles.  My focus would be to stir up PRIDE and PARTICIPATION from all but with a special focus on your high achievers.

There are several ways of doing that with no monetary incentives, through creative “social” incentives.  The simple act of taking your “champions” out to lunch –acknowledging their valued place in the organization with a “personal invitation” that their attention to your collective recruitment needs (present them with a personal packet of the jobs in question) would be greatly appreciated.  From such lunches I would gather, with their supervisor’s approval, if they would be interested in assisting the recruiting team by leveraging their professional network more directly—respecting time and logistical constraints.  My point:  deputizing “honorary” recruiters (no salary but expenses to take professional acquaintances out to lunch; a ball game; a movie, etc.) can be a very good thing if managed well.

One powerful way I’ve leveraged an ERP in the past was to creatively publicize the results.  For example (see attached), I’d put LARGE POSTER SIZED photos of the employee who did the referral along with the person they referred and was hired.  I added a short congratulatory storyline of how it went down.  I then put those posters on easels at facility entrances and exits…for all employees to see...and directions on how to participate.  The pride felt and the notoriety gained from this action and placing similar postings in the Employee News; was better than “Employee of the Month” parking although that works as well.

hotel packages at a local resort, maybe an extra day off work.

I think near me they are offering sunset cruises which take like 4-5 hours and include dinner for 6 people and that usually runs around 600 - 800 bucks.  I think they might sell domestic plane ticket vouchers.  I think continental does this and it is typically good for any direct flight in the continental US .  You could offer two tickets. 

This poster is awesome, love the idea!!!  Check out what we have started doing at our monthly company wide meetings...check out, see what I did there!!



Valentino Martinez said:

Apologies, Cole—

When you mentioned an employee referral “raffle”, with no indication of a structured ERP, I assumed a naive approach was in the works.  Now, I understand you actually have a structured ERP and want to stir-up more volume and stoke it with some reward.  My input and concern would still be the question of “quality” returns.  . 

Your concern is that your employee base is tapped-out or may soon dry-up if you don’t initiate yet another incentive.  Yes/No?  My philosophy continues to be good and great employees know good and great professionals—from school ties; former employer experiences; professional organizations; and social circles.  My focus would be to stir up PRIDE and PARTICIPATION from all but with a special focus on your high achievers.

There are several ways of doing that with no monetary incentives, through creative “social” incentives.  The simple act of taking your “champions” out to lunch –acknowledging their valued place in the organization with a “personal invitation” that their attention to your collective recruitment needs (present them with a personal packet of the jobs in question) would be greatly appreciated.  From such lunches I would gather, with their supervisor’s approval, if they would be interested in assisting the recruiting team by leveraging their professional network more directly—respecting time and logistical constraints.  My point:  deputizing “honorary” recruiters (no salary but expenses to take professional acquaintances out to lunch; a ball game; a movie, etc.) can be a very good thing if managed well.

One powerful way I’ve leveraged an ERP in the past was to creatively publicize the results.  For example (see attached), I’d put LARGE POSTER SIZED photos of the employee who did the referral along with the person they referred and was hired.  I added a short congratulatory storyline of how it went down.  I then put those posters on easels at facility entrances and exits…for all employees to see...and directions on how to participate.  The pride felt and the notoriety gained from this action and placing similar postings in the Employee News; was better than “Employee of the Month” parking although that works as well.

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