RPL: Capgemini’s new-age gamified employee referral programme

The Referral Premier League (RPL) is aimed at engaging and motivating employees for quality recommendations.

Employee referrals are increasingly being preferred as a reliable and cost-effective way of getting talent on board and with its digitisation, organisations are extensively innovating to get the most out of it.

Capgemini, a global consulting, technology and outsourcing company has a strong employee referral programme, which has also adopted a gamified approach to engage and motivate employees for successful referrals. Its gamified initiative is called the Referral Premier League (RPL).

Under RPL, employees form different teams based on their service lines, with members of the senior leadership as the team captains. Points are awarded at every step of the hiring process with additional points for referrals enhancing diversity, such as referrals of women or Persons with Disability (PwD). Employees and teams can see the individual and team scores on a system-built dashboard that keeps employees involved in the entire process and motivated to contribute. Initially launched as an annual initiative, its frequency has now been increased to twice a year, starting 2016. The winning individuals and teams are rewarded in cash and kind.

Over 20 per cent of the hiring at Capgemini currently happens through its referral programmes where the numbers go as high as 46 per cent for certain service lines, such as in financial services.

A new initiative called recruitHER in line with Capgemini India’s focus on raising the gender diversity quotient has also been launched. Under this initiative, employees who upload profiles of women aspirants during August 1–15, are eligible for a special lucky draw where every referral is counted as a new entry for the draw.

There is a combination of rewards and recognitions to raise process effectiveness and to motivate every individual, who is a part of the Capgemini employee referral ecosystem. Employees receive both monetary and non-monetary rewards. Non-cash rewards include the finest and latest electronic devices — iPads, iPhones, Macbooks, LCD TVs, home-theatres, smartwatches, etc. Under a skill-based bonus scheme that offers cash rewards for successful referrals, there are even double to triple bonuses for certain niche skills. The members of the recruitment teams are also recognised for their efforts and given non-cash rewards.

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Talking of the initiatives, Jaideep Chavan, VP & head- talent acquisition, Capgemini India, says, “We are investing significantly to deepen our employee engagement in the employee referral programme at Capgemini to raise its momentum. For example, with respect to RPL, we conduct floorwalks, get involved with personnel to address their concerns, create brand recall through fliers, screensavers, standees and other branding activities. We have also conducted flash mobs in multiple office locations and given away branded goodies to employees to enhance brand recall for RPL.”

Over 20 per cent of the hiring at Capgemini currently happens through its referral programmes where the numbers go as high as 46 per cent for certain service lines, such as in financial services. The overall conversion rate for referral hires also currently stands at 68–70 per cent. “Owing to the success of the programme, we would be looking at five per cent incremental hiring year-on-year through the referral route,” says Chavan.

For ease of access, the entire referral process is integrated and automated in the organisational talent-acquisition system that allows employees to upload profiles and then track progress of their referrals. Additionally, constant system-generated alerts and notifications are sent at every stage.

Under the referral programmes, the employees can refer friends and family members, where both the referrer and the referred candidate should be on the rolls of Capgemini post 90 days of the candidate’s joining. Also, for a referral to be awarded, it is mandatory that the referred candidate be made an offer within 180 days of uploading/updating her/his profile.