Goals
		Increased pipeline of qualified candidates Decreased Time to Fill Streamline Internal Hire Process

Example

Breakdown:

Best Practice:

TYPICAL SETUP REQUIREMENTS
Who will campaigns be sent to/from? Sent to: Candidates and/or Internal Team Sent From: Relationship Holder (typically Recruiter) or Organization
What information needs to be included? Job Details - roles looking to fill Call to action – reply to this survey/text/email or apply on jobs website Recruiter info Survey questions to gather contact info of referral (name, phone, email, location, industry)
When should the messages be sent? Any relevant stage of the life cycle Typically sent Dedicated Touchpoint - when approved, XX days into assignment, shortly after the assignment As Branched question within on-assignment surveys
How do we identify the right audience? Internal Teammates who have worked 6+ months Candidates that are about to begin, are currently on or have recently finished assignments

MEASURES OF SUCCESS

*Dependent on Agency Priorities / KPIs

Branched Surveys
- Use branched survey questions and Alert Emails to notify internal team of referrals

Higher referral rates
- When sent directly from primary relationship holder
- When recipients’ network enabled to apply directly to website openings instead of replying to the survey request

Referral Bonus
- Make it known that referral bonuses are offered when applicable
- Avoid including details of bonus in SMS Touchpoints to avoid Carrier Filtering

Send to known candidates
- Avoid sending to unknown candidates to ensure high quality referrals

Sense “Limits”
- Email limit of 25k and 200 SMS
- Follow SMS best practices to avoid Carrier Filtering

Team and Recipient Bandwidth
- Ensure received referrals can be managed by internal team and avoid overwhelming recipients with requests