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By Anne M. Schuller (More) • Last updated on October 01.04.2024, XNUMX • First published on 08.12.2014/XNUMX/XNUMX • So far 5856 readers, 3381 social media shares Likes & Reviews (5 / 5) • Read & write comments
When looking for qualified applicants positive Word of mouth and professional employee recommendation management are essential. Because enthusiastic employee fans, committed advocates and credible recommenders are the most effective Recruiter.
Recommendations are the link between old and new shores. They lay the steps and make the path safe and free. They have the highest persuasive power - and the lowest scatter losses. Because they specifically contact the persons who are looking for a specific position and the cooperation in the Team actually. And they do so with considerable closing rates.
Because recommenders, regardless of whether you know them personally or encounter them as strangers in the vastness of the web, make sure Orientation in the jungle of possibilities. They replace what is missing Background due to Trust. Your “likes” and “dislikes” do all the work for our brains light. They shorten decision-making processes and reduce that Risks a dangerous mistake.
The recommendations of well-meaning third parties reduce the risk of disappointment. They create security. And they help us save a lot of time. For all these reasons, we often follow recommenders almost blindly. This does not only happen on the customer front, but also increasingly in the Recruiting-Area.
Various studies show that through a Suggestions The employees that are recruited are usually the most valuable: They come on board faster, they fit better, they integrate more smoothly, they stay longer, they work more committed, they are more productive, and they are more likely to act as referrers themselves.
Investigations also show: Recommendations from top people bring the same employees: highly engaged, loyal, highly efficient. Recommendations from good to medium-sized employees bring good to medium-sized employees, and recommendations from employees who are disappointed. First of all, the top people should be encouraged to recommend.
Internal success numbers can be represented by the following Ask determine:
With the help of such analyzes, patterns of success can be identified and concrete ones Measures derived in order to further increase the current recommendation volume and the resulting applicant quality increase.
"You know each other." Under this motto, the Hamburger Volksbank is looking for new colleagues with the help of its employees. And so it goes in the text: “Establish contact with potential new employees. If there is an employment contract with this Candidate, get going. For a successful placement, you can drive our Hamburger Volksbank MINI convertible for two months absolutely free of charge.”
That works! The employees no longer want to give up the car. In addition, there is the pride of being able to drive a company car. For the bank, of course, the marketing effect on the street also counts - plus that Communication im Network of the happy recommender. And the Success in numbers? He speaks for himself!
“In the period from 2008 to 2012, we hired 89 new employees, 18 employees and thus around a fifth came because of the recommendation program. A total of 28 new hires are no longer employed by us after an average of 18 months. Only one of them was from the referral program, she left us because of a change of residence. The other 17 are still loyal and committed team members, ”Wolfram Kaiser, head of HR at the bank, tells me.
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Anne M. Schüller is a management thinker, keynote speaker, business coach and multi-award-winning bestselling author. She has been repeatedly named Top Voice by the business network LinkedIn. The business administration graduate is considered a leading expert in touchpoint management and customer-focused corporate management. She is one of the most sought-after speakers in German-speaking countries. For more than 20 years she held management positions in sales and marketing at various international service companies and received several awards. In 2015 she was inducted into the Hall of Fame of the German Speakers Association (GSA) for her life's work. Touchpoint management, customer loyalty and referral marketing. She also conducts power workshops on these topics. Your Touchpoint Institute trains certified Touchpoint Managers. Her clientele includes the elite of the German, Austrian and Swiss economy and Managementbuch.de is one of the most important management thinkers. Her bestseller “Touch.Point.Victory.” is Trainer Book of the Year 2016. Her bestseller “The Touchpoint Company” was named Management Book of the Year 2014. Her bestseller “Touchpoints” is SME Book of the Year 2012. When it comes to the subject of customers, she is one of the most cited experts. More information at www.anneschueller.de and www.touchpoint-management.de All texts by Anne M. Schüller.
RT @anneschueller: Employee Recruitment Programs (1 / 3): The employee as recruiter - Exciting contributionSRnpqktJtz
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