Proactive Employee Referral Programs - A game changer in hiring top talent

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Lou Adler contends that a Proactive Employee Referral Program (PERP) might just be the next sourcing silver bullet. In fact, it might be the first real one. According to Lou, with a host of new networking tools now available, it’s easier for your employees to stay in touch with the best people they’ve worked with in the past. Rather than waiting for your employees to recommend people who are looking, ask them who are the best people in their network they consider apt for an open position. The base of a PERP however is most certainly employee participation. Attend this webinar to hear Lou Adler suggest the best ways to get employees to proactively participate in your referral program and transform your mediocre ERP to a power charged PERP.

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  • Key PointsBecoming an expert at passive candidate recruiting requires advanced recruiting skills. With the right skills LinkedIn Recruiter will make your job simpler, but not easier. You will enter a period of chaos trying this new stuff out where you will get worse first, before things get better.
  • Growth, Impact, and Satisfaction Over TimeThe X and Y axes chart the change in a person’s growth/impact within his/her role over the course of time in the position. As top people stay in their existing role/job function, they eventually encounter a point where the job’s returns begin to diminish (overworked, no longer challenged, want to do something different, etc.).There are five job-hunting stages, and it’s important to engage them at the right time – early on. You’ll reach the best talent in the Explorer, Tiptoer and Searcher stage. These people often get recruited into the next opportunity by their network (ex-managers, ex-colleagues) and by the best recruiters before they even finalize their resume. These are the people you want to target. Explorers: Begin to open their eyes and ears for new opportunities. “Sure, if something really good came my way.”Tiptoers: Begin to tell their close friends/colleagues that they’d be interested in a new role. “Let me know if you hear of anything.”Searchers: Begin searching online for companies they’d be interested in working for. “Oh, I know that company – let me see if they’re hiring.”Networkers: Begin connecting to others with the hopes that someone will reveal an opportunity. “I’m actively seeking a new role – let’s connect.”Hunters: Begin applying to any and all relevant positions they find online. “Dear Sir or Madam – Please find my resume attached.”
  • Notes, Exercises, and Key Learning PointsPassive candidate recruiting is high-touch and high-tech, with success driven by the recruiter’s ability to maximize his or her connectedness.The highest ROE is tapping into your connections’ connections.Inside-Out networking is the real value of LinkedIn Recruiter and the key to implementing a successful 20/20/60 sourcing plan.
  • Notes, Exercises, and Key Learning PointsPassive candidate recruiting is high-touch and high-tech, with success driven by the recruiter’s ability to maximize his or her connectedness.The highest ROE is tapping into your connections’ connections.Inside-Out networking is the real value of LinkedIn Recruiter and the key to implementing a successful 20/20/60 sourcing plan.
  • NotesFind people who work with different types of people. Sometimes the indirect route is the shortest.
  • Proactive Employee Referral Programs - A game changer in hiring top talent

    1. 1. Performance-based Hiringsm Networking in a Talent Scarcity Situation Based on Lou Adler’s Hire With Your Head and The Essential Guide for Hiring & Getting Hired Rev 713-A budurl.com/EGFH
    2. 2. Agenda/Objectives One Networking is a sourcing process, not a hiring system Two Networking is essential in a talent scarcity situation Three Convert jobs into careers to attract & hire passive candidates Four PERP your ERP and create a VTC to target 83% of the talent market
    3. 3. Scarcity vs. Surplus A Business Process for Hiring Top Talent Performance Profiles Careers, not Lateral Transfers Talent-centric Sourcing Target the Best People Evidence-based Interview Two Core Questions Integrated Recruiting Careers vs. Compensation
    4. 4. The Early-bird Sourcing Strategy Change in Growth, Impact, and Satisfaction Over Time 83% 17% Explorers Tiptoers Searchers Networkers Hunters 40% 15% 8% 2011 LinkedIn Survey – 4,550 fully-employed professionals Career Move Better Job Good Job Lateral Any Job Super Passive 28% 9%
    5. 5. Compelling Exceptional Recruiters VTC Email Cherry Pick Network PERP2 PERP Networking Nodes SEO/SEM Hubs Compelling Niche Boards ERP & Boring Job Descriptions Generic Boards & Boring Ads InboundOutbound 20% Postings Visible & Compelling 20% Targeted Email Targeted/Mail Merge 60% Networking VTC – PERP
    6. 6. Performance-based Job Descriptions Basic Performance Objectives • Collaborate with sales rep to develop customer solutions at C-level in F500 companies • Lead intense detailed product spec presentations to sophisticated buying groups • Provide technical liaison to engineering design groups • Work with contracts on developing cost/price/margin analysis for $5mm+ programs • Handle 3-6 major programs concurrently • Assess impact of spec changes on design, project & cost projections
    7. 7. Performance & Potential Skills & Experience Hidden Talent Market Public Talent Market
    8. 8. Everyone Else 3rd Degree+ 2nd Degree Connections 1st Degree ERP/HM Groups Nodes You The Value of Your Connectedness Think In-Out vs. Out-In • Who is the best person you’ve worked with in the past few years? • Why is the person top notch? • Would the person return my call if I mentioned your name? Why this is important: • They call you back • They’re qualified • Ask the “Yes” question • Recruit 1st – Network 2nd • Follow the 80/20 Rule
    9. 9. Everyone Else 3rd Degree+ 2nd Degree Connections 1st Degree ERP/HM Groups Nodes You The Value of Your Connectedness Think In-Out vs. Out-In Why this is important: • They call you back • They’re qualified • Ask the “Yes” question • Recruit 1st – Network 2nd • Follow the 80/20 Rule The Golden Rule of Passive Candidate Recruiting Present a slate of 3-4 top prospects to the hiring manager in 72 hours!
    10. 10. Navigating the Network PERP, Hopscotch, and Cherry-picking
    11. 11. Who in Your Company are Worth PERPing for Your Toughest Jobs?
    12. 12. Build a 360° Network Map Position • National Sales Manager • Software developer • Manufacturing engineer • Financial analyst • Supply chain • Plastics tool designer • Banker • ____________________
    13. 13. Performance-based Hiring Summary  Talent Scarcity vs. Talent Surplus  Early-bird Sourcing  Networking  Use 20/20/60 Sourcing to Tap into Hidden Talent Market  PERP Your ERP  VTC  Offer Careers, not Jobs Budurl.com/EGFH info@louadlergroup.com
    14. 14. Performance-based Hiring HAPPENINGS  Recruiter Boot Camp LIVE September 26th, NYC  Recruiter Boot Camp Online Aug 2nd – four, 2-hour modules  Hiring Manager two-part online course Aug 20-21 Budurl.com/EGFH info@louadlergroup.com

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