PepsiCo Employee Referral Programme

Dan Fitzpatrick - Talent Acquisition Manager Jen Silvester - Talent Acquisition Coordinator

Global Beverages

Global Snacks

Global Nutrition

Brands

22billion-dollar

brands

Performance

More than $66 billion

revenue

Scale

>200 countries & territories

People

More than 250,000employees

PepsiCo is a global food and beverage powerhouse. Our broad range of more than 3,000 delicious products offers consumers

convenient, nutritious and affordable options in nearly every country around the world.

Who are we?

22 Billion-Dollar Brands

More Than 40 $250 Million–$1 Billion Brands

PepsiCo Mega Brands

1. Scoping2. Diagnosing

the issue 3. Determining the Solution

4. Planning & Implementing the Solution

5. Evaluating & Sustaining the

Solution

Project Plan

How do we define our Employee Referral Programme?

•PepsiCo defines their employee referral to be the preferred mode of sourcing and encourages the use ofemployee referral to drive:

•Quality of Hire•Productivity•Retention

•PepsiCo’s Employee Referral Programme encourages employees to recommend people in their professionalnetworks for select vacancies. Subject to successful referral, the employee will receive a pre-defined cashreward or approved charity donation.

Why did we refresh our Employee Referrals Programme?

The PepsiCo global average of external referrals in 2013 was only 5%

• Not enough hires made via referral •In 2013 15% of our external hires were via referral, industry benchmark would be 30% •Mixed success across UK based functions

Why was that?

• Limited visibility of the referral scheme• Inconsistent promotion by the TA team for hard to fill roles• We don't take advantage of our employees networks• Inefficient referral submission process

1. Scoping2. Diagnosing

the issue

How did we begin?

• Industry benchmarking against policy/incentive

• New Employee Referral Policy and submission process

• UK/Europe wide comms via multiple channels – banners/emails/posters/screensavers

• Comms maintained throughout the year and beyond...

• Align Our HR partners at Head Office, senior HR Partners around Europe and internal Comms Team

• Greater recognition for those that submit successful referrals

3. Determining the Solution

Policy on a page 4. Planning & Implementing the Solution

Who is eligible to submit a referral at PepsiCo...

All employees on PepsiCo payroll up to and including B2 with a GPID are eligible to participate in the scheme – excluding members of the Talent Acquisition Team

No referral payment will be made where the referrer has a direct impact in the hiring decision, for example, will be the recruited candidate’s hiring manager or is involved in the assessment process

The person making the referral must be employed by PepsiCo at the time in which the incentive is due to be paid

The referred candidate must not work currently or have worked for PepsiCo in the last 12 months as a permanent employee, contractor or on a temporary basis

All referrals must be qualified leads, therefore the referrer must be able to provide First name, Surname, Phone Number & Email address

A referral will not be eligible if a candidate has already been assessed for a role in the last 6 months

A referral is not eligible if already connected or had been in contact with a member of the Talent Acquisition team within the last 6 months

Referrals are submitted via the Referrals Portal for a specific role. If a candidate is referred by more than one person, the referral fee will be paid to the referrer who has submitted the candidate first

Jan Feb March April May June July August Sep Oct Nov Dec

2014

2015

Pull-up Banners across Sites (artwork varies depending onsites)

Countdown: Wkly Career Email

Pull-up Banners across Sites (artwork varies depending on sites)

Posters: Make a Packet / Juicy Bonus

Summer: Weekly Career Possibilities Email

Autumn: Weekly Career Possibilities Email

Xmas Email

Posters: Dew a Bonus / Oats So Simple

Posters: Do Us a Quaver / Squeeze your Network

Posters Make a Packet / Juicy Bonus

Posters: Dew a Bonus / Oats So Simple

Posters: Do Us a Quaver / Squeeze your Network

Summer: Weekly Career Possibilities EmailAutumn :Weekly Career

Possibilities EmailSpring: Weekly Career Possibilities Email

Screen saver – Ad Hoc (whenever available)

Screen saver – Ad Hoc (whenever available)

Xmas Eamil

Communications timeline

We had fun with our brands

We implemented a weekly comms plan to ensure sustainability 5. Evaluating & Sustaining the

Solution

We give greater recognition to colleagues who submit successful referrals

What has the impact been so far?

• Fantastic feedback from our stakeholders

• Lots of external interest generated from LinkedIn sharing

• Number of candidates successfully referred as risen from 15% to 20% since we re launched the programme

• We have hired 1 in 3 of all of our referrals

• The referral programme is the 2nd most effective way of attracting talent to our business

• We’re now rolling the programme out across Europe

What went well?

Actual launch went well – logistically all the right materials were in all the right locations!

TA adopting the right behavioural approach to ensure we are always promoting the referral scheme

Materials (posters, banners, emails) used very well received by the business – never seen materials like ours, had fun with our brands, demonstrated a sense of humour

Less focus on ‘big bang’ launch and lots of freebies and more focus on personal recognition for the referrer with simple things like thank you cards and a sustained approach to marketing

Buy in from functions/wider HR was fantastic, we gave them what they wanted in terms of a simple policy/process

Results - upped referrals by 5% - still a way to go which shows importance of sustainability. Professional hiring – not just volume

External recognition for the scheme - Shortlisted as finalists for two externally recognised awardsBest employee referral strategy - http://inhouserecruitmentawards.co.uk/2014-finalists/Best Employee Referral Programme - http://www.thefirmawards.com/

What would we do different?

Would have engaged with the global team sooner

Engage local comms team earlier, we got lucky because they liked our creatives

Recommended Reading

http://www.careerbuildercommunications.com/pdf/referralbook.pdf

http://www.slideshare.net/firmnetwork

Questions?