Know one of us? Become one of us!


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Perhaps you know us, and maybe also would like to become one of us. If this is the case then please join Tracy Bolander and Teresa Keeler in this Jobvite sponsored webinar as they unveil the tips and tricks that took Owens Corning from non-existent to world class. Other topics include:

How they leveraged social media in this transformation
The meaningful changes they made to their program
How they are continuing to improve practices and procedures
And so much more!

This is an absolute must see webinar if you're ready to take your organization from “who are they?” to “yeah, everyone knows them” and to accomplish this all at blazing speeds. Sign up now and prepare for a first-class lesson in making the next step towards world-class.

Published in: Business
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  • Nice presentation. Resume keywords are way more important than resume formats. Because recruiters conduct keyword searches during the initial sourcing process in Applicant Tracking Systems. You're not found if your resume doesn't contain the exact keywords. But it's a pain to find those keywords from the job descriptions. I found the site Jobscan that identify keywords for your. All you do is paste in your resume plus the job description, then Jobscan analyzes your job description for you automatically and identify the most important keywords for you. It literally takes seconds and it so worth the copy and paste. Saved me so much time AND I got more interviews using Jobscan! I recommend it as well.
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Know one of us? Become one of us!

  1. 1. 1
  2. 2. 2 “Know one of us? Become one of us!” Employee Referral Webinar - August 6, 2014
  3. 3. “Know one of us? Become one of us!” • Discover how Owens Corning maximized our high employee engagement to transform the employee referral program from non-existent to world class. • Learn how we made meaningful changes to our program and leveraged social media in this transformation. 3
  4. 4. Owens Corning at a Glance  Founded in 1938, an industry leader in glass fiber insulation, roofing and glass fiber reinforcements  2013 sales: $5.3 billion  15,000 employees in 27 countries  Fortune 500 company for 59 consecutive years  Component of Dow Jones Sustainability World Index  Three powerful businesses, three valuable franchises – Insulation – Roofing – Composites 4
  5. 5. Agenda Our Talent Journey Top 3 Take-Aways – Streamlining the Referral Process – Following up with Referrals – Leveraging Employee Relationships/Networks 5
  6. 6. According to a survey done by JobVite -employee-referrals-hire/ 6
  7. 7. Employee Value Proposition - Survey • We knew employees enjoyed working at the company, why were our referrals so low? 7
  8. 8. Our Talent Journey • 2011 – 10% • 2012 – 25% • 2013 – 35% • 2014 – approaching 40% 8
  10. 10. Streamlining the Process • We realized our process was too complicated – Multiple systems – Systems didn’t talk – No way to view status of referral – Referrals went to a Black Hole – Employees stopped referring candidates 10
  11. 11. How We Streamlined the Process • Reduced the amount of information employees had to supply to submit a referral • Created clearer communication steps • Focused on SLA’s – service level agreements • Created pipeline by changing talent mindset 11
  12. 12. How We Streamlined the Process • Each referral is contacted personally by an Owens Corning recruiter within one week of submission. • The candidate has an opportunity to learn more about open positions that may fit his or her skill set – We create a pool of interested, pre-screened candidates. – Easily searchable in our ATS 12
  13. 13. How We Streamlined the Process • Referral functionality was eventually incorporated into our applicant tracking system. – Now with the push of a button, our employees can send links to open jobs to their referral – Employees can track the status of their referral, providing visibility on their progress. 13
  14. 14. Incorporating Referral link in Signature Teresa M. Keeler, SPHR Talent Acquisition Leader for North America Click here for employee referral process 14
  16. 16. Following up with Referrals • Within one week of submittal, all referrals received contact! – Invite them to complete a profile in our applicant tracking system and/or submit their application for an actual job • Candidates that apply to an actual open job will be prioritized for screening by a recruiter • Candidates in the general pool will receive an initial phone screen 16
  17. 17. POLLING SLIDE - Referral Bonus? • What type of referral bonus do you give to employees? (INTERACTIVE QUIZ HERE) – Money – Extra Vacation – Company Swag – Gifts – A Simple Thank you 17
  18. 18. Our Referral Bonus • Our referral bonus includes $1,000 for each candidate hired – This cash bonus has been in place for 5 years • All submittals are eligible for an iPad drawing in January and July 18
  20. 20. How we Leveraged Social Media • Recruiters send HR leader and Hiring Managers job specific URL’s to add to their personal networks on LinkedIn and Facebook or other media platforms 20
  21. 21. Impact of Social Networks -employee-referrals-hire/ 21
  22. 22. Questions 22