The Challenge

Reaching New Target Groups via New Recruiting Channels

Maschinenfabrik Reinhausen is a globally active family-owned company based in Regensburg, Germany. A leader in energy technology, the company employs approximately 3,800 people in a total of 28 countries. Despite its global influence and presence in the energy sector, the company remained relatively unknown outside the industry. This led to challenges in finding suitable candidates for hard-to-fill positions.
The need for highly qualified employees and the shortage of skilled labor demanded a solution that could increase both the quantity and quality of applications.

The Solution

Effectively Reaching New Target Groups

Maschinenfabrik Reinhausen recognized the importance of employee referrals as a valuable tool for attracting qualified candidates and strengthening its employer brand. While employee referrals already existed within the company, they were neither systematically managed nor actively encouraged or rewarded.

To leverage the full potential behind employee referrals and maximize the positive effects, the company decided to introduce a digital employee referral program. The digital tool was not only intended to increase efficiency in personnel selection, but also to actively involve existing employees in the recruiting process.

The decision was made in favor of Radancy’s Employee Referrals as it offers a direct interface to the existing applicant management system MHM and the integration worked well from the beginning.

“Our successful partnership with Radancy has enabled a smooth integration. The project was a success and the interface works smoothly. We are pleased that another of our customers is using the combination of proven ATS technology and Radancy’s innovative referral program!”

– Steffen Michel, CEO MHM HR

The program was introduced in stages, starting with a pilot project in selected areas with hard-to-fill positions. The aim was to test the program’s acceptance and functionality before implementing it throughout Germany. The seamless integration of the program into the applicant tracking system enabled a smooth process and minimized the additional effort for the HR team.

“The fact that Radancy’s Employee Referrals integrated seamlessly with our ATS was a big plus. This allows the data to move smoothly from one system to the other, without any extra work for the parties involved. And what’s also important is that the Talent Scouts get feedback directly, which happens automatically through the interface.”

– Michaela Weigl, Project Lead Global Talent Management & Recruiting at Maschinenfabrik Reinhausen

To convince employees of the program and motivate them to refer suitable talent, the company implemented targeted communication measures at the launch: from intranet pages and posters to canteen promotions with free ice cream. These included explaining how the program works and highlighting the benefits for employees. Even now, the HR team is still planning regular campaigns to push the program further. In addition, the company is focusing on transparency in its reward system to increase incentives for referrals.

The Results

A Success Story

The introduction of Radancy’s Employee Referrals proved to be a complete success for Maschinenfabrik Reinhausen. Within three years, the company achieved impressive results, improving both the quantity and quality of applications.

Today, the company gains more than 20% of new hires through employee referrals, which are characterized by their high quality. Since the Talent Scouts – i.e. referrers – are familiar with the corporate culture, they refer candidates who are a good fit for the company and thus stay with the company for a longer period of time.

“It’s really a success story. About 20% of our hires now come from employee referrals.”

– Michaela Weigl,  Project Lead Global Talent Management & Recruiting at Maschinenfabrik Reinhausen

Overall, Maschinenfabrik Reinhausen sees Radancy’s Employee Referrals as an essential part of its recruiting strategy. It has not only led to quantitative successes, but has also increased the quality of applications and improved the loyalty of new employees to the company. The win-win situation in which employees benefit from bonuses and the company gains highly qualified candidates underscores the program’s effectiveness. Maschinenfabrik Reinhausen is proud to have found an innovative solution that advances both its own employees and the company itself.