RippleHire exists to make recruiting effortless, human, and delightful. Since 2012, we have served over 800K+ users across 35 countries with our gamified referral and talent acquisition cloud platform. Our strength is in servicing large enterprises with a distributed workforce. At the core of our offerings lies the ability to marry user experience with customer-centricity while being laser-focused on helping customers succeed. Learn more about how we help customers impact their organizations here.

“Don’t be stupid. Don’t change. You are who you are for a reason.” When a friend passionately uttered these words on a zoom call, I paused. I took a sip of chai and stared into the oblivion. Friends with good intentions often tell you just like you need to hear it.

Employee referral is one of the best channels to hire quality talent. And, if done well, it can impact an organisation’s topline in a significant way. So, what’s an employee referral?

In my observation, I have seen hiring managers to be very consistent species. Across industries, countries and levels, they all tend to have the same ask when they put out the job role. Can we hire this person as of yesterday?

Gone are the days of job boards, applications and resume portal. Welcome to the new world of social recruiting where referrals, analytics and integrated recruiting rule the roost.

The concluding session of the TechHR 2019 was a thrilling one with Ester Martinez, founder and chief, Peoplematters taking the stage to have a tête-à-tête with Anil Kumble. Here are the excerpts from the session.

Piyush Pandey, the godfather of advertising took us through a journey over the past two decades through the lens of memorable ads. 

Leena Nair, CHRO of Unilever  is a rockstar in the world of HR. It was inspiring to hear her through a packed audience. Few key punch lines are listed here.

There was an amazing session with Devdutt Patnaik an acclaimed author, mythologist and leadership coach at #TechHR2019, unraveling tech through the lessons of mythology. Here are the excerpts from the session.

While you are breaking away your roti to dip in a puddle of dal, a line manager walks up to you in a huff and a puff. They urgently need five resources, for revenue is at stake and that critical customer will go away. Urgent scenarios like these push their way to the front. Because they are loud, emotional and their consequences seem immediate. 

Employee referrals is the leading channel to hire talent today. The quality of talent coming through referrals is better than other channels. The time taken to hire is reduced and the candidates transition smoothly to a productive employee. 

This article was originally published on LinkedIn by Kevin Freitas as InMobi’s guide to Social Hiring and Referrals via our new talent branding buddy - RippleHire. I am reposting the article here for the benefit of our readers.

As product managers, we are often encouraged to think of a defining metric for our product. It is called the keystone metric. The one metric that you need to focus on. For example, the folks at Twitter care about trying to get you to follow at least 60+ people before you are even exposed to your home timeline. They take elaborate steps to make sure they automatically recommend people based on your interests, help you find friends and then recommend you upload your contacts. In that specific order. They have figured out that if you follow at least 50 people, you are more likely than not going to be an avid twitter user. That is probably the ONE metric that Jack Dorsey cares about (or should care about).

What? Recruiting bunched up with Sales, Bizarre! It deals with People and is a HR function. Why even think about changing that?

Did a candidate promise to come and not show up for a walk in?

Every company implements a program based on Industry best practices. As a leader or a professional, have you questioned if the universally accepted solution is the best practice? Something similar is at play for employee referrals.

I spent a 1.5 years of my life working at a printing press to help pay for my Master’s degree. While the Master’s degree in itself was educational, working in a blue collar job taught me a lot more about life. I am sharing my top three lessons here.

I don’t ever get paid any money.

It’s a fancy word, Isn’t it? It sounds intellectual, suave and fun. In this post, I will try to explain the meaning of Gamification in simple terms.

Have you received feedback recently that made you remember school days?