The Global Association for Strategic Talent Management
Employee Referral
Topic Home Page
Referral Programs 2.0: How Social Networking Maximizes Referrals
Building the Case for an Alumni Network: How Swiss Re Sold the Idea Internally
J.P. Morgan's Continuum: Online Community, Offline Results
How Hewitt's Global Alumni Network Delivers Immediate Value
Foster the Development & Retention of Diversity Groups through Corporate Social Networks
Today's Reduced Workforce = Tomorrow's Most Effective Recruiting Channel
Engaging and Improving Your Employee Referral Network
The Application of Enterprise Social Networking to Talent Acquisition and Management
Excelling at Corporate Alumni Relations
Greater IBMers Make a Greater IBM: How IBM is Building a Social Network to Engage a Million Potential Advocates
Now More than Ever: The Business Imperative of an Extended Talent Community
Integrating Social Networks into the Business
Talent Scouting and Social Networking: The New Employee Referral Program
A Legion of Recruiters: Mobilizing Talent Referrals in Your Workforce
Connectivity Powers Talent: Leveraging Employee Social Networks
Stem the Retiree Brain Drain with Social Networks
News Feed
New Recruiting Product Called “Get Hired” Aims to Do a Bit of Everything
Article:A new site launching today is described by its CEO Suki Shah as “Job board ATS video audio social recruiting.”
It’s called “Get Hired,” it’s backed by private equity investors, and it’ll be free, at least for now.
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Social Referral Program Complements Job Seeker Behavior [CHART]
Article:In 2011, several studies revealed both job seekers and employers moving into the social space. In fact, one survey reported 16% of job seekers found their most recent position through a social network. To capitalize on this trend, you can implement a social referral program that encourages current employees to reach out to their personal networks online.
Your Résumé vs. Oblivion
Article:Many job seekers have long suspected their online employment applications disappear into a black hole, never to be seen again. Their fears may not be far off the mark, as more companies rely on technology to winnow out less-qualified candidates.
photo courtesy of ToobyDoo
10th Annual CareerXroads Source of Hire Report: By the Numbers
Article:With all the effort and money chasing prospects, the time invested to keep them warm, screen and select them, it is easy to forget that:
nearly 65% of all openings are filled through internal movement and referrals.
- Job boards are not dead. They help take the total attributed to three sources over 75%.
- Social media’s impact is growing – indirectly and especially among the sources we label Direct Sourcing.
- More questions are sure to be raised by this year’s survey results than there are answers to be found – but that is the general idea.
The set of conclusions from our February, 2010 9th Annual SOH Report is still valid. The 2010 data presented here merely underlines the need to continue improving how we measure the interaction of multiple sources i.e. the channels of influence that result in a hire.
The Pros and Cons of Employee-Referral Programs
Article:Employee-referral programs are not new. They have been used for decades to fill about 30 percent of job openings, with varying degrees of success. Your company may have an employee-referral program, but chances are, it is underappreciated and undersupported. Conversely, a company that relies heavily on an employee-referral program should consider the associated risks.
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