AIRS in partnership with Dr. John Sullivan and Associates ñ a strategic HR advisory service firm based on the thought leadership of author, speaker, educator and advisor Dr. John Sullivan - today announced the launch of the AIRS/DJS Employee Referral Program (ERP) Audit. This new, flat-fee ERP analysis and evaluation service is designed to give corporations of all sizes a quick, affordable, and effective tool to significantly improve their employee referral programs.
Employee referral programs are widely accepted as the single most utilized source to generate new hires in both average and leading organizations. Research demonstrates that such programs, when managed effectively, produce a better quality of hire as measured by actual on-the-job performance, performance appraisal scores, manager satisfaction, retention rate and absenteeism. However, the same research also indicates that on average, only one in three programs is formally managed to produce specific results, and that only one in sixteen programs produce more than 40% of all hires for an organization. The AIRS/Dr. John Sullivan ERP Audit program has been designed to enable organizations to compare themselves both to real-world benchmarks and pre-established standards developed by Dr. John Sullivan. The actual audit produces a gap analysis that allows organizations to recognize what opportunities for program betterment exist and proposes solutions to help significantly enhance ! program performance.
ERP programs are typically a corporation’s top source of great talent, according to Chris Forman, CEO of AIRS. That said, most of these programs fail to deliver even 50% of their potential. The AIRS/DJS ERP Audit is a ’one of a kind’ way for leading corporations to quickly benchmark their existing practices against the best and truly unlock the power of their programs.
When access to top talent truly matters, what could possibly be more effective than transforming each and every top performing employee into a 24/7 talent scout capable of assessing talent, selling the company, and helping to build a world-class team?, asked Master Burnett, Managing Director of Dr. John Sullivan and Associates. Employee referral programs should be the killer app for any world-class talent acquisition function, but unfortunately most rarely exhibit the strategic focus and world-class execution to position them as such. In developing this audit, we wanted to devise a quick, easy-to-understand blueprint that would enable organizations to quickly improve the impact of their programs based upon our learning of what does and does not work, he said.
The AIRS/DJS ERP Audit is comprised of nine components:
1. World-Class ERP Characteristic Checklist ñ All audit participants will receive a detailed checklist of the world-class employee referral program characteristics.
2. Employee Referral Program Design Handbook - All audit participants will receive one copy of Dr. John Sullivan’s latest book on Designing World-Class Employee Referral Programs.
3. AIRS/DJS Employee Referral Program Design and Effectiveness Benchmark Study - All audit participants will receive one copy of the Employee Referral Program Design and Effectiveness Benchmark Study Report, which includes a large percentage of the real-world data that helped structure the audit.
4. Audit Plan - Each client will receive a customized audit plan that includes a detailed description of each audit component, outline of core responsibilities, instructions, and timeline.
5. Pre-Visit Survey Pack - Prior to the on-site program evaluation, participants will receive a package of survey instruments that will: a) help program managers gather information that will be needed during the onsite visit; b) collect requisite demographic information to enable benchmark sample creation; and, c) assess past program participant experience.
6. On-Site Visit - Upon completion of the pre-visit survey pack, an on-site visit will be scheduled. During the on-site visit, the program auditor will conduct interviews with program staff and relevant stakeholders to clarify pre-visit survey results and gather missing or incomplete data.
7. Audit Report - Audit results will be delivered to the client within three weeks. The report will provide a formal assessment overview of the existing referral program and recommended areas for improvement.
8. On-Going Support - All audit participants will receive access to 60-days worth of follow-up via electronic support. Participants will be granted access to a website that allows submission of follow-up questions directly to Dr. John Sullivan.
9. Six-Month Audit Review - Approximately six-months after completion of the program, organizations will be asked to participate in an audit program review to reconnect organizations with their auditor, discuss program improvements, and assess overall satisfaction with the audit process.
AIRS Announces Launch of Employee Referral Audit and Analysis Program
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