Your SlideShare is downloading. ×
Proactive employee referral programs by Lou adler
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Proactive employee referral programs by Lou adler

913
views

Published on

Published in: Sports, Business, Technology

0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
913
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
5
Comments
0
Likes
1
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. 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 Proactive Employee Referral Programs
  • 2. 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
  • 3. THE EARLY-BIRD SOURCING STRATEGYChange 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%
  • 4. Compellin g Exception al Recruiter s 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
  • 5. PERFORMANCE-BASED JOB DESCRIPTIONS BasicPerformanceObjectives • Collaborate with salesrep to develop customersolutionsat C- level in F500 companies • Lead intensedetailed product spec presentationsto sophisticatedbuyinggroups • Provide technicalliaison to engineeringdesigngroups • Work with contractson developingcost/price/margin analysis for $5mm+programs • Handle3-6 major programs concurrently • Assessimpact of specchangeson design,project & cost projections
  • 6. Performance & Potential Skills & Experience Hidden Talent Market Public Talent Market
  • 7. 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 • Recruit1st – Network 2nd • Follow the 80/20Rule
  • 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 Why this is important: • They call you back • They’re qualified • Ask the “Yes” question • Recruit1st – Network 2nd • Follow the 80/20Rule The Golden Rule of Passive Candidate Recruiting Present a slate of 3-4 top prospects to the hiring manager in 72 hours!
  • 9. Navigating the Network PERP, Hopscotch, and Cherry-picking
  • 10. Who in Your Company are Worth PERPing for Your Toughest Jobs?
  • 11. BUILD A 360° NETWORK MAP Position • National Sales Manager • Software developer • Manufacturing engineer • Financial analyst • Supply chain • Plastics tool designer • Banker • ____________________
  • 12. Referred Referred
  • 13. and many more…

×