social hr: internship and new hire programs
TRANSCRIPT
Apply social hr to your college internship / new hire programs
P. Quake Pletcher19 February 2013
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Do you have any leaks in your intern/new hire programs?
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Recruit, retain, promote is changing!
‘Flight risk begins during orientation’– Millennials may have as many as eight jobs by the time
they are 25 years old.
‘Values can be sticky things’– 58% would take a 15% pay reduction if their
organization’s and personal values aligned (Net Impact Survey, 2011)
‘Expectations are through the roof’– 56% expect a promotion with a year (Careerbuilder)
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peeqMe Accelerates Adaptation
Social HR
Anyone, Anywher
e, Anytime
How not What
Why interns and new hires?
They are open to new systems
They expect open, frequent feedback
They are assessing you as much as the other way around
PeeqMe can integrate into existing on-boarding programs with limited scope
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A high percentage will be MillennialsClick to see Top Ten Ways to Engage Millennial Workforce
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Remember 2013 Top PrioritiesBusiness Leaders
Human Resources
Leadership Development
Employee Development
Employee Engagement
People and Talent Management
Improve Team Performance
56%
51%
51%
44%
47%
46%
55%
36%
Source: McLean and Company
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peeqMe for Now and the Future
HR Respondents (Business Relative Rank) In Planning Growth Areas peeqMe Solution
High Potential Employee Program (2) 38% 97% Coach Upward
Stay interview (7) 24% 138% Engage/Retain Support
Social recognition/ Collaboration tools (5)
24% 90% Improve Team Chemistry/Performance
Planning for Boomer Retirement (6) 22% 94% Knowledge Transfer
Engaging Gen Y (3) 23% 80% Open, Connected, Mobile Feedback
Talent Mobility (1) 25% 59% Effective Assignment, Parachuting
Managing Diversity (4) 21% 40% Promote Innovation, Avoid Storms
Source: McLean and Company
Inte
rn/N
ew H
ire P
rioriti
es
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peeqMe Mobile App
Innate Intention
Users have access through the peeqMe mobile app
peeqMe focuses on the natural preferences/strengths for individuals
Users can give and get input at the point of experience for review later with mentors or managers.
peeqMe permits users to upload corporate behaviors/competencies, and values.
Corporations do an excellent job of capturing “What” people did, but struggle to capture “How” employees accomplish their work objectives.
peeqMe allows users to identify behaviors and values they intend to display.
peeqMe provides a simple profile based on the most popular assessments
Over $2B per year is spent on leadership, behavior, and personality assessments
Know
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Show Grow
Self-Awareness Self-Actualization Self-Improvement
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Different use
• No access to natural strengths or style except to self
• Keeps “book in hand,” not locked up, for personal reflection and user-driven growth
• Joins the network for feedback giving, seeing profiles, getting org values/behavior feedback
Personal Access
• Selected access to natural profile
• Supports external coaching and mentoring from trusted relationships
• Permits insights to selected individuals on a need to know basis, such as working teams or management
Booster Access
• Access is granted by user to organization to see de-identified data for meta analysis and reporting purposes
• Access may be granted by user to organization to see identified data for specific analytics and reporting, including:• Talent identification• Early interventions• User-specific support/training.
Corporate Access
Organizational uses are member driven, bottoms up
Gamification Ideas
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Opening Day•Assessment (NFL Combine Simulation)
•Draft Day: Program Leaders create teams
•Tie-in networking events
All-Star Break•Share/ Show highlights•Report out statistics
Awards Ceremony•Most Feedback (Team)•Most Innate Feedback (Style & Strength)
•Most Intentional Feedback (Behavior & Values)
•Best Mentor/Intern Partnership (Prog Ldr Selection)
•Best Feedback Given (Prog Ldr Selection)
Millennials are very motivated by benchmarks, social transparency
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Implementation: How spread
Open•No silos, extend open invitation
•Customers, Partners, Personal & Professional mentors, Vendors, etc
•Incentivize participation
Organic•Allow teams and individuals chances to share
•This is “how” we work, let it flow
•Seed with paid assessment support
Observe•Actively observe how the tool plays out
•Analyze what works for your organization
Opportunistic•Support and encourage experimentation
•Cherry-pick best practices and highlight super users
peeqMe works a little differently for the enterprise
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Action Steps
• Sign-up for release in Spring 2013 at www.peeqme.me… It’s FREE!!!
• Extend invitation to summer interns prior to arrival
• Provide common assessments for all interns to take (ie – Myers Briggs, DiSC, and StrengthsFinder)
• Participate in development webinars to provide feedback, request features, and help prioritize development