Mining Social Networks for Greater Employee Referrals

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ERE Webinar from 1/23/2011 presented by John Zappe.

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Mining Social Networks for Greater Employee Referrals

  1. 1. Mining Social Networks for Greater Employee Referrals An ERE Webinar Presented by John Zappe Contributing Editor / ERE MediaJanuary 26, 2011
  2. 2. Territory We’ll Cover Today ►  Social media essentials   Who’s online and where are they ►  Employee referral programs – Why? ►  ERP & Social Media   Goals   Expectations ►  Emerging practices ►  Resources John Zappe Contributing Editor / ERE Media
  3. 3. In the old days John Zappe Contributing Editor / ERE Media
  4. 4. What do we see today? John Zappe Contributing Editor / ERE Media
  5. 5. A best practice John Zappe Contributing Editor / ERE Media
  6. 6. One more thing John Zappe Contributing Editor / ERE Media
  7. 7. What’s the difference?►  1,914 likes ►  116 members►  29 posts from visitors ►  0 posts from – since 1/1 members – ever!►  2 recruiter initiated ►  8 recruiter posts in posts; 26 recruiter 6 months responses – since 1/1 John Zappe Contributing Editor / ERE Media
  8. 8. The significance - EngagementThe lesson – Relevant content John Zappe Contributing Editor / ERE Media
  9. 9. Average age of social media users 44.9 38.4 28.4 31.8 39.1 40.4 John Zappe Contributing Editor / ERE Media
  10. 10. Demographic breakdown John Zappe Contributing Editor / ERE Media
  11. 11. Some data points ►  178: Average number of connections (total) ►  80-100: Typical number of LinkedIn 1st degree connections ►  130: Average number of Facebook friends. ►  4-7: Number of “friends” Facebook users regularly interact withThe average male Facebook user with >500 friends:►  Leaves comments on 17 friends’ photos, status updates, or wall►  Messages or chats with 10 friends John Zappe Contributing Editor / ERE Media
  12. 12. Employee referrals produce results John Zappe Contributing Editor / ERE Media
  13. 13. WHAT IS ‘EFFECTIVE?’► Hires made for $ spent► Offers► Candidate quality John Zappe Contributing Editor / ERE Media
  14. 14. Source effectiveness John Zappe Contributing Editor / ERE Media
  15. 15. Why employee referrals? ► Cost of hire is lower ► Quality of candidates is generally better ► Retention is enhanced ► Adds quality passive candidates to the pipeline John Zappe Contributing Editor / ERE Media
  16. 16. What makes this so? TRUST The employee is vouching for the referral. Their own reputation is on the line. Retention is reinforced by friends working together. John Zappe Contributing Editor / ERE Media
  17. 17. Using social media to furtheremployee referrals is a hybrid of thetraditional “trusted associate” model. John Zappe Contributing Editor / ERE Media
  18. 18. Two sides of social media ERP Hunting Gathering►  Combing through the multiple connections of ►  Receivingresumes and participating employees. apps from referrals►  Gain access via ►  Recommendations from permissions, APIs, widgets employees John Zappe Contributing Editor / ERE Media
  19. 19. Emerging practices:Invite Employees►  Opt-in ►  Simple submission►  Email notices pages   Jobvites ►  Closed and open►  Widgets groups   SmartPost – Hodes ►  Maintain contact / Group report results John Zappe Contributing Editor / ERE Media
  20. 20. Sign-ups / submissions John Zappe Contributing Editor / ERE Media
  21. 21. Sign-ups / submissions John Zappe Contributing Editor / ERE Media
  22. 22. Widgets / Job Distribution John Zappe Contributing Editor / ERE Media
  23. 23. Job Distribution John Zappe Contributing Editor / ERE Media
  24. 24. Create groups John Zappe Contributing Editor / ERE Media
  25. 25. Emerging practices:Cast wide the net►  Fan pages / sites   Facebook for fans   LinkedIn company profiles & groups►  Target by site type / demographic►  Wide job distribution   Twitter   Company pages should have a careers tab►  Matching to manage the hunt John Zappe Contributing Editor / ERE Media
  26. 26. Careers pages John Zappe Contributing Editor / ERE Media
  27. 27. Company pages John Zappe Contributing Editor / ERE Media
  28. 28. Building the talent pool John Zappe Contributing Editor / ERE Media
  29. 29. Targeting John Zappe Contributing Editor / ERE Media
  30. 30. Targeting John Zappe Contributing Editor / ERE Media
  31. 31. Emerging Best Practices Sean Broderick Vice President, Strategy & Business Development Bernard HODES Group ►  Target and match candidates and jobs ►  Trust– Generally devolves from participation in a social community ►  Selectively communicate   Avoid job spamming John Zappe Contributing Editor / ERE Media
  32. 32. Emerging Best Practices Tim Keefe VP of Enterprise Talent Acquisition and Deployment CH2M Hill ►  Open communication   “The more you do social media, the more you encounter the negatives.” ►  Create and use referral fields in the ATS ►  Director level and above = personal and fast contact ►  Reference forms include a referral and sign-up link. ►  CRM for regular contact with hot ERP candidates John Zappe Contributing Editor / ERE Media
  33. 33. Emerging Best Practices Peter Weddle Author, consultant Weddle’s ►  Seek family connections   Create pages / groups just for families and make opportunities available there ►  Leverage your ATS database   Invite participation; work groups or skills John Zappe Contributing Editor / ERE Media
  34. 34. Emerging Best Practices Gerry Crispin Principal CareerXroads ►  Suggestto job seekers what methods they could use to find employee referrals ►  List top 10 schools of employees, communities they live in, military branches, organizations they belong to, etc. ►  Share openly/publicly the percentage of hires filled via referrals   Tivo’s storytelling John Zappe Contributing Editor / ERE Media
  35. 35. Report results John Zappe Contributing Editor / ERE Media
  36. 36. Emerging practices►  Encourage employee opt-in ►  Build the brand -- Content is King   How it works; Privacy   Create fan pages / profiles   Program value; not just bonuses   Regularly update; respond promptly   Report results; storytelling   Expect negative comments /►  Don’t spam – 2x a month is about Consider them feedback right ►  Leverage all opportunities►  Distribute jobs broadly, not   Reference check opt-in indiscriminately   Family / relatives connections   Twitter hashtags or profiles   Alumni and retiree sites   Match jobs / candidates ►  Build talent communities   Create groups for targeting   Communicate with them regularly   Make it easy for employees to post jobs and distribute them. John Zappe Contributing Editor / ERE Media
  37. 37. THANK YOU FOR PARTICIPATING Questions, suggestions or comments? Email me at: John@ERE.net

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