Proactive Employee Referral Programs - A game changer in hiring top talent
14
Performance-based Hiring sm 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
description
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.
Transcript of Proactive Employee Referral Programs - A game changer in hiring top talent
Performance-based Hiringsm
Networking in a Talent Scarcity Situation
Based on Lou Adler’s
Hire With Your Head andThe Essential Guide for Hiring & Getting Hired
Rev 713-A
budurl.com/EGFH
Agenda/Objectives
OneNetworking is a sourcing
process, not a hiring system
TwoNetworking is essential
in a talent scarcity situation
ThreeConvert jobs into careers to attract & hire passive
candidates
FourPERP your ERP and
create a VTC to target 83% of the talent market
Scarcity vs. Surplus
A Business Process for Hiring Top Talent
Performance ProfilesCareers, not Lateral Transfers
Talent-centric SourcingTarget the Best People
Evidence-based InterviewTwo Core Questions
Integrated RecruitingCareers vs. Compensation
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 Passive28%
9%
Compelling ExceptionalRecruiters
VTCEmail
Cherry PickNetworkPERP2
PERPNetworking
Nodes
SEO/SEMHubs
Compelling Niche Boards
ERP & Boring Job
DescriptionsGeneric
Boards & Boring Ads
InboundOutbound
20% PostingsVisible & Compelling
20% Targeted EmailTargeted/Mail Merge
60% NetworkingVTC – PERP
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
Performance & Potential
Skills & Experience
Hidden Talent Market
PublicTalent Market
Everyone Else
3rd Degree+
2nd Degree
Connections
1st DegreeERP/HM
GroupsNodes
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
Everyone Else
3rd Degree+
2nd Degree
Connections
1st DegreeERP/HM
GroupsNodes
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!
Navigating the NetworkPERP, Hopscotch, and
Cherry-picking
Who in Your Company are Worth PERPing for Your Toughest Jobs?
Build a 360° Network Map
Position• National Sales Manager• Software developer• Manufacturing engineer• Financial analyst• Supply chain• Plastics tool designer• Banker• ____________________
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
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
