How to Track Employee Referrals in Infor

Employee referral programs are one of the most effective ways to attract quality healthcare talent, but without proper tracking and automation, they can create administrative challenges.

When using Infor to track employee referrals, there are two essential components to consider:

Two Components for a Successful Employee Referral Tracking Process

1. Referral Capturing – this includes the ability to easily identify and record the employee that made the referral.
2. Payout and Eligibility Tracking – this includes verifying employee eligibility for a bonus, tracking payments, and canceling payouts if necessary when either the referrer or the new hire leaves the company before the payout is due.

Let’s explore both components and discuss potential solutions to improve your referral program management in Infor.

Component 1: Referral Capturing in Infor

Infor HR Talent osffer multiple ways to capture employee referrals, but both rely heavily on manual input and administrative validation. Here are the two most common approaches:

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1. Candidate Lists Referrer on the Application

Infor’s standard job application form includes a “Referred By” or “Employee Name” field, allowing candidates to enter the name of the employee who referred them.

Pros:

• Simple to configure using Infor’s built-in source fields.
• Keeps referral data tied to the candidate profile for reporting.

Cons:

• Manual name entry: Candidates must type the employee’s name exactly as it appears in the system. Typos or nicknames (e.g., “Jen” instead of “Jennifer”) can prevent easy matching, forcing HR to manually reconcile names.
• Limited sourcing support: Referrals are only captured after the candidate applies, meaning passive leads or candidates who abandon the application go untracked.
• No confirmation: Employees receive no notification when their referral applies or progresses, which limits visibility and engagement.

2. Employee Log-In Approach

Employees can log in to the Infor Talent Management portal, navigate to internal job listings, and select “Refer a Candidate.”

Pros:

• Ensures accurate linkage between the referring employee and candidate.
• Captures data directly within the ATS, improving reporting accuracy.

Cons:

• Low engagement: Frontline healthcare workers rarely use systems that require corporate credentials, making this process impractical for non-desk employees.
• Limited flexibility: Employees can only refer candidates for specific open requisitions rather than submitting general referrals.
• Poor mobile accessibility: Infor’s internal referral portal is not optimized for mobile or text-based participation, which limits accessibility for staff on the go.

Bottom line: While Infor can capture referral data, both methods rely on manual processes that create barriers for frontline employees and add administrative burden for HR.

Component 2: Payout and Eligbility Tracking

Once a referral leads to a hire, organizations must track eligibility, bonus amounts, and payout timing. Infor stores referral sources, but it does not automate these next steps.

Most organizations handle payouts manually using reports, spreadsheets, or the “one-time payment” option on the employee record.

Challenges include:

• No duplicate detection: The system cannot identify when multiple employees refer the same candidate.
• Eligibility verification: There is no built-in logic to confirm the referrer’s eligibility (for example, excluding HR-recruiting teams and hiring managers) or to ensure the candidate is not already an internal employee.
• Manual bonus management: Payout schedules and proration rules must be tracked by HR, creating risk for errors and inconsistent payments.
• Compliance gaps: When bonuses require cancellation or adjustment due to terminations or rehires, HR must manually intervene.

Without automation, referral programs managed in Infor can quickly become labor-intensive and inconsistent, especially across large healthcare networks with complex bonus structures.

Where Eqo Complements Infor

Eqo fills the engagement and automation gaps left by Infor - without replacing the system. Here’s how:

• Frictionless Referral Capture: Employees can refer via text in seconds - no login required.
• Eligibility Checking: Eqo automatically checks  whether or not the referring employees is eligibly for a bonus (e.g Hiring manager).
• Smart Validation: Eqo smartly matches employee names (e.g., “Rob” to “Robert”), checks eligibility rules.
• Duplication Flagging: Duplicate referrals are flagged autoamtically.
• Automated Payout Tracking: Referral bonuses are scheduled, prorated, and verified automatically based on policy rules.
• Transparency: Employees receive text and email notifications as their referrals move through the process and when bonuses are paid.
• Seamless Integration: All referral data syncs back to Infor, keeping records accurate and compliant.

Together, Infor manages the system of record, and Eqo drives the system of engagement.

Customer Story: Fairview Health Services

Within 4 months, Healthcare provider Fairview Health Services transformed its referral program after adopting Eqo alongside Infor.

• 248 hires through referrals, including 73 nursing hires.
• 37% application-to-hire rate, compared to an industry average of 5%.
• Turnover reduced to 3.1% at 120 days.
• 600 hours saved by eliminating manual spreadsheet tracking.

By pairing Infor’s HR foundation with Eqo’s automation and employee-first design, Fairview made its referral program faster, more accurate, and more engaging for everyone involved.