Original post on medium.com, where you can follow our blog!
As an innovation company, we are constantly finding new ways to break the mold and address the ever-changing needs of our customers. After countless hours of studying our user’s habits and analyzing usage data, we’ve updated our product to more closely align with the way recruiters and employees like to collaborate. Recruiters are now given the tools to be more proactive on the hunt for referrals, while employees are given an easier and more intuitive process by which to make referrals. Our recommendation engine now organizes “people” recommendations by how likely the employee is to know the candidate well — surfacing the strongest connections for the strongest referrals. On top of that, our new Campaign function brings the recruiter-employee collaboration to a deeper level — allowing recruiters to highlight high priority positions and incentivize employees to make referrals with a more effective rewards system. These new updates can help your company find those star quality candidates with that special ‘mojo’ that makes your company culture tick.
Go Get’Em: Recruiters Can Now Take a More Hands-On Approach to Sourcing Referrals
Based on our many conversations with customers, we learned that recruiters were hungry to take a more active role in sourcing referrals from employees. In the previous version of Simppler, employees had to take the first step in the referral process before recruiters could engage their contacts. This dependency on employees limited the recruiter’s ability to take control of their candidate pipeline goals. To meet this need, we updated our platform to give recruiters the ability to discover and engage talent through their employee’s social and professional networks. No more waiting for their employees to make referrals first. With one touch of a button, they can reach out to to all the best pre-matched candidates in their employee’s network. Click. Engage. Hire.
In the future, we plan to do even more to build out our messaging system to increase recruiter-employee collaboration.
Easy as Pie: We’ve Customized the User Interface to Align with how Employees Think — People First, Jobs Second
To encourage employees to make referrals, Simppler has adjusted our platform to be more intuitive to employees. In our previous version, referral recommendations were centered on open positions and the people in the employee’s network that best fit those positions. This structure aligned closely with the way recruiters thought about referrals — positions to fill, and candidates to fill them. However, after talking to employees we realized that they didn’t think about referrals in terms of open positions to fill, they thought more along the lines of the people they knew and whether or not those people would be a good fit for the company. In other words, employees thought of “people” first, “jobs” second.
To make it easier for employees, Simppler rearranged its system to recommend “people” first and then show which positions those people would most fit. This way employees can think about referrals in a way that comes most naturally to them. To top it off, Simppler also organizes ‘people’ recommendations by ‘quality’, or in this case, by how likely the employee is to know the candidate through overlapping education or work experience. Our research shows combining this information with our recommendation engine is incredibly effective in engaging employees in the referral process.
Thumbs up, Go Ahead: The ‘Endorsement’ Feature Builds a Ready-To-Go Talent Pool for Recruiters
Employees can also use our “endorsement” feature to recommend a person in their network if they are not yet comfortable enough to make a full referral. This helps build a talent pool of pre-endorsed contacts which recruiters can focus their time and energy on. Using what we have seen with user preferences and behavior, we have optimized the product to maximize the minimum ask from employees.
Help Me Remember: Curated Recommendation Lists Remind Employees About their Best Referral Candidates
Simppler helps employees recall key candidates by presenting curated lists of their “Top Recommendations” on both the Simppler site and on a regular newsletter. Much like Netflix and Spotify recommendations, employees can view their recommended candidates based on “Top Recommendations”, “Best Work Connections”, “Best School Connections”, and “Best Connections with Bonus Prizes.” This type of “aided recall” helped triple Google’s employee referrals because it bridged the connection between employee contacts and the company’s open positions.
‘Hot Prizes’ for ‘Hot Job’ Referrals: Campaigns Give Recruiters the Tools to Engage Employees on Priority Positions
From talking to our customers, we learned a lot about how incentives work for their employees. It turns out that offering big lump sums of money may not always work in increasing the number of referrals. What did work, however, was engaging employees more frequently with smaller, more engaging prizes for specific, easy to complete actions. For instance, offering “two movie tickets for messaging 10 potential referral candidates this week” worked better to keep employees frequently engaged than the promise of a large lump sum at the end of the hiring tunnel. Google’s hiring chief Laszlo Bock reinforces our findings in his book when he found that doubling their company’s referral bonus from $2,000 to $4,000, didn’t help them increase referrals.
Keeping this observation in mind, Simppler has implemented the Campaignfunction to help recruiting teams place additional bonus incentives on high priority positions, encouraging employees to help them make key hires faster. Recruiting teams can now create mini sweepstakes-like campaigns that first notify employees in their weekly email of high priority job matches in their network and then further encourages them to make those key referrals by offering additional bonus prizes that can be won within a limited time. Simppler’s Campaign function adds a deeper layer to the recruiter-employee collaboration efforts in hiring the best possible candidates. Recruiters are given the tools to highlight key positions and call upon employees for help, engaging them in the referral system with the chance to win ‘hot prizes’ for making ‘hot job’ referrals.
Get Ready. New Version, Next Steps
All of us here at Simppler are proud to present to you our newest product update. Our mission is to provide the best and most efficient product to help your company grow. This new product launch is the next step in our product’s evolution journey, but certainly not the last. We are a technology company, yes, but we are first and foremost focused on delivering our customers the best results. We take a people-centric attitude towards our business strategy, our customer relations, and our product. We thank our customers for their feedback contribution as it has helped us improve our product and develop insight on how to deliver the best service. We look forward to helping your company grow in the right direction and will continue to update our product to suit your evolving business needs.
Would you like to see a demo? Request a demo or contact Customer Success to schedule a personalized training session. We look forward to hearing from you soon.
Co-Founder & Head of Product at Simppler