build a t.e.a.m. employee referral program
DESCRIPTION
Are you running a passive employee referral program where you inform your employees about a potential reward and then hope they submit future hires? If so, you’ll want to hear how Dolby Labs is taking a proactive approach by mining their employee’s network through direct engagement. A T.E.A.M.-based ERP is about building an outward-bound referral program with your employees. The name T.E.A.M. stands for Targeted, Engaged, Aligned, and Measured: Targeted: Connect with your employees and map their external network. This allows you to identify and target your efforts. Engaged: Run marketing campaigns to your employees with the goal of gaining a direct connection to their network. Aligned: Define your internal business structure along with your talent pipelines and align your outbound efforts along those. Measured: Know your targets along with your goals and measure your efforts and successes along the way. Follow along with Rehder and Campbell as they walk through the process and milestones of building a different kind of employee referral program that focuses on sourcing and engaging identified top talent.TRANSCRIPT
FROM WHO DO YOU KNOW TO HERE’S WHO YOU
KNOW...
OH ISH...WHO DO I KNOW???
I’LL CALL YOU MAYBE
#REFERALCRICKETS
PLEEEASE
WHAT RECRUITERS WANT
FUZZY NETWORK
SORRY
#REFERRAL BACON
FRUSTRATED
#REFERRAL CREEPY
DUDE! CHILL!
REFERRAL ZOMBIE
OUT. OF. OFFICE.
THE HEAVY LIFTING
HERE’S WHO YOU KNOW
HOW DOES THIS WORK?
1. START CONNECTING
2. GRAPH THE NETWORK AND START MAPPING
125 EMPLOYEES MAPPED
2,775 at Targeted Companies
52,570 Total Leads in Network
10,980 Executives
5,330 Engineers
TOP 10 Targets1) Cisco (1,138)2) Adobe (605)3) Intel (599)4) Avid (404)5) Qualcomm (351)6) Samsung (306)7) Harmonic (268)8) Broadcom (228)9) NVIDIA (144)10) Netflix (129)
3. INTRODUCE THEIR REFERRAL NETWORK
NAME NAMES
4. ENDORSEMENT CAMPAIGN
WHAT DO YOU THINK OF THEM?
HOW DO YOU KNOW THEM?
HOW CAN WE CONNECT WITH THEM?
“I know him personally as well as professionally and he would be an outstanding resource for Dolby if we need a very high level EMC engineer/researcher.”
“I have had the good fortune of working for some outstanding Engineering Managers in my career, and he is right at the top of the list.”
“an outstanding analog engineer...he gets my most enthusiastic recommendation if we need an analog engineer.”
“I have observed that he does rub some people the wrong way. If he interacts with a similar personality who does not see a particular issue the same way, sparks may fly.”
WHAT FEEDBACK ARE WE GETTING
5. MANAGE YOUR PIPELINES
QUALIFIED
INTERESTED
AVAILABLE
IMPORTANT INSIGHTS
Employees want multiple options for introductions
Must commit to doing heavy lifting
We need to direct source our employee networks, instead of a referral “post and pray” approach
Centralizing and mapping the employee network is dirty workThe network relationships of your employee base is likely to be weaker than you think
Targets (person or company) that have an overlapping set of connections are a sought after sweet spotKeep the endorsement campaign simple (brief but meaningful feedback)
Craig CampbellDirector of Global RecruitingDolby Laboratorieshttp://www.LinkedIn.com/in/CraigCampbellTwitter: @craigcampbellTwitter: @cxconcierge
Sean RehderWorkforce Program DeveloperCRM Connectionshttp://www.LinkedIn.com/in/SeanRehder
SPEAKERS