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Slides presented by Steve Boese on June 9, 2011 for an HCI Webcast on Social Referrals for Recruiting.
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The Social ReferralReferrals Powered by Social
MediaSteve BoeseJune 9, 2011
1: Hello2: Sourcing3: Context
4: Problems5: Possibilities
6: Social7: Goodbye
Steve BoeseHR Technology GuyHost of the HR Happy Hour ShowWriter on Fistful of TalentBarbecue Enthusiast
Just over half ofall hires arefilled by internalmovement
Source – CareerXroads 2011 Source of Hire Report
Percent of external hires attributed to
referrals
27.5
We know employee and other referral programs work. We strive to increase the percentage of external hires filled via referral and the numbers of individuals participating.
But…
(there is always a but…)
Problem 1:
Communication
What jobs are open (especially the critical ones)
What are the profiles(not your lazy brother-in-law)
What is the progress/status
(chances are your referrers don’t know)
Problem 2:
Alignment
Link to areas of business need(targeted areas of pain with comms,
incentives)
Not allowing everyone to play(and not penalizing the party
poopers)
Understanding the impact(can’t I just use Monster.com?)
Problem 3:
Participation
People are busy(especially the ‘important’ ones)
What’s In It for Me?(I am tired of it too, but get over it)
Do I believe this IS a good place to work?
(this is kind of important)
Problem 4:
Measurement
Statistics first(numbers, qualified leads,
interviews, offers)
What is the impact?(cost reduction, time to fill,
quality of hire)
How can we improve?(without data, hard to refine)
Approach 1:
Communication
Targeted communications(connect critical job to business
objectives, hot jobs, key markets)
Not all, but who(make it clear who we are looking
for, use algorithms to help)
Report and feedback(central admin, referral portal, ease
of use, priority interviews)
Approach 2:
Alignment
Tell stories(Joe, VP of Marketing, referred by
Mary, Director of Sales)
Embrace the ecosystem(you still try and sell to old
customers, right?)
Give the stats(chances are your referrers don’t
know, tools will make this possible)
Approach 3:
Participation
Make it simple to play(email alerts, one-click referrals, easy
tracking)
Clear value play(cash, more effective team,
recognition, ease of tracking – blend and serve)
Why do you love working here?(at the core – making us all more
successful)
Approach 4:
Measurement
Tools for tracking activity(can’t manage what you don’t measure,
sorry it’s true in this case)
Assess the impact(baseline first, then measure and
interpret)
Improve and Refine(Data on activity and impact analysis
are the guides)
What about social?
EncouragementYou can’t really have an effective social referral program if your employees are not allowed, empowered, and encouraged to participate professionally with social technology.
‘Friend us on Facebook when you get home’ is not really a winning strategy
The most effective social referral programs will be a reflection and a hallmark of the most successful ‘social’ organizations.
What’s worth sharing?Beyond job listings, make sure you offer referral program participants other opportunities to share and create
Evolved social referral programs are like evolved social recruiting efforts – engagement, value, interaction
Use sharing tools, syndication, tutorials etc. to make it really easy to get employees to act as ambassadors.
Manage the NetworksThere are lots of options, opportunities, and considerations to assess with social referrals. Have at least one person to manage, coordinate, coach, and monitor.
Consider creating and providing training and coaching to help critical employees develop their networks that can be leveraged for referrals
Stay on top of what is working and what isn’t. Barriers are low, so be willing to experiment and adapt.
Accept the inevitableIn social referral programs, and with social in general, there will be mistakes, slip-ups, embarrassments. (#weinergate, #kennethcole, #whateverhappenedtoday)
But using these as an excuse or barrier to participation is the easy way out, and a poor use of a valuable resource
Have a policy, create a central ‘go-to’ person, coach ‘em up, but don’t let fear or uncertainty lead to inaction
Let’s Review:
Sourcing is changing (but slowly)
Referrals are critical(and getting more complex to
manage)
Tools can help manage, optimize, measure, and
scale social referral programs
&
Steve Boese - @SteveBoesesteveboese@gmail.comwww.steveboese.squarespace.comwww.hrhappyhour.netwww.FistfulofTalent.com
Don’t be a stranger….