Only 90 days after its fully-branded launch, the hospital already began saving millions of dollars.
A top ten health system (with 100,000+ employees) was tasked with revamping its employee referral program to achieve the audacious goal of filling 50% of their jobs through employee referrals. The Talent Acquisition team’s well-thought-out employee referral program transformation allowed them to tackle this problem with three main efforts: technology, incentives, and engagement. In the first 90 days, they were able to source and hire many employee referrals, including filling over 500 nursing positions, saving tens of millions of dollars over outsourced services.
The company fills 50,000+ positions annually and has over 10,000 openings at any given point in time. However, their employee referral program was sourcing less than 12% of hires from employee referrals. Their employee referral process was slow, and manually managed, and most employees were not aware of the program (let alone how to participate).
The company had a strategic initiative to unearth all opportunities or missed opportunities for candidate flow. They set out to revamp their employee referral platform to automate and scale their employee referral process.
The solution was implementing an employee referral platform (ERIN) to streamline and scale the existing program, provide larger incentives, and gamify the experience with non-monetary rewards. By fully branding the web and mobile app, the company was able to communicate the program easily and employees were able to easily participate.
In just 45 days the team was able to launch a fully branded employee referral platform (ERIN) to support and scale their initiative. Only 90 days after launch the hospital was already realizing millions of dollars in savings: