SlideShare uma empresa Scribd logo
1 de 24
@muzebranding @alexputman #SpotLightOnHR
NON TRADITIONAL EMPLOYEE ENGAGEMENT
ENGAGEMENT
• When does engagement begin?
• Employee Engagement is a measure of
employees emotional attachment to
o Job
o Colleagues
o Company
• This influences
o Experience at work
o Efforts to help organization reach goals
CURRENT TRENDS
MOBILE
easy access
always on
GAMING
work + fun
SOCIAL
openness
review sites
CROWD
SOURCING
user groups
“kickstarter”
TOOLS
crm
big data
storage
CANDIDATE
UX
about me
How to Create Non Traditional Employee Engagement
BEFORE THE HIRE
Create strategies based on data;
o Review sites (Glassdoor, Indeed)
o Source of hires
o Surveys (employee, candidate etc..)
• Marketing
o Targeted campaigns
o Engagement and reach
o Traffic, source of visit, drop off etc..
• Focus on Candidate Experience
KEY HIRING SOURCES
REFERRALS
22%
DIRECT
SOURCE
10%
JOB
BOARDS
17%
CAREER
SITE
21%
COLLEGE
7%
77%
CANDIDATE EXPEREINCE
• Conduct internal audit
• Candidate attraction (TC, SoMe…)
o 24 hour response
• Application process
o clicks to apply
• Career path examples
• Post apply disposition
o Finalist
o Rejections
• Finalist management
• Selected candidate
• Stay in touch with alumni
ATTRACTION
2015 Majority of workforce will be in their 20’s
2020 Gen X & Gen Y will be 65% of workforce
2030 Millennials will be 75% of the workforce
10,000 Baby boomers retire everyday
POLL
How to Create Non Traditional Employee Engagement
WHY WORK HERE
How to Create Non Traditional Employee Engagement
CANDIDATE PRIORITIES
Top 5
• Job Content
• Creative &
Challenging Work
• Culture and
Environment
• One of my top
choices
• Opportunity to make
an impact
Bottom 5
• Best I could find at
time
• Salary
• Supervisor
• Job Security
• Benefits
ON BOARDING
Traditionally
• 1-8 hours of classroom setting
• Fill out paperwork (day 1)
• Sign all agreements post hire (day 1)
• Cumbersome intranet
Best Practices
• Provide on-line documents BEFORE start day
• Mobile on-boarding
• Videos
• Infographics
CREATIVE ON-BOARDING
Gamified:
• Scavenger hunt
• Create 90 day surveys with rewards
• Personalize
Fun
• Self guided; provide ground rules and basic instructions
(video, social)
• Surveys, Mentors/Buddy Program
• Blog posts about experience
Mobile
• Customized mobile app to provide company data
(benefits, open enrollment, multi media)
How to Create Non Traditional Employee Engagement
DRESS CODE
RETENTION
4 Key Aspects
1. Communication
2. Employee Welfare
3. Organizational Climate & Culture
4. Organizational Structure & Job
10 Most Important Attributes
BEGIN WITH RETENTION
Attribute
Free flow communications
Trusted to get the job done
Job Content fully occupies
me at the workplace
Encouragement to
suggestions & ideas
Friendly relationships
Why Accepted Offer
Culture & Environment
Opportunity to make an
impact
Creative & Challenging Work
(Job Content)
Culture & Environment
TRAINING & DEVELOPMENT
What Matters to the Company
• Expect you to stay for the “long haul”
• Do a singular job, grow into something else
over an extended period
• Business goals
What Matters to the Employee
• 60% of GEN Y has switched careers 1x already
• 70% of college grads leave their first jobs after
2 years
• Personal goals
TRAIN them for Intrapreneurship!
REWARDS
1. Involve employees in business
2. Encourage grass roots
3. Creative knowledge share
4. Show them the value
5. Create alternate realities
6. Intrapreneurship
7. Scavenger style on-boarding
8. Give them a voice
9. Encourage ideas
10.Give back (true social awareness)
CULTURE
• Info on the go (mobile)
• Allow and encourage social networks
• Create digital games
• Gamify the employer referral process
• What’s in it for them
• Team break outs
• Lift IT bans & BYOD
• 1 click great, 2 clicks good, 3+clicks BAD
ON-GOING ENGAGEMENT
Mobile
o Optimization
Social
o Marketing
o Engagement
Video
o Attraction
o Training
Web
o Access is 24x7
Gamification
o Make it fun with element of competition
Alex Putman
alex@muzebranding.co
m 678-557-0469
@alexputman
http://www.muzebranding.com
@muzebranding

Mais conteúdo relacionado

Mais procurados

Relationships matter: How to build, nurture, and transform your talent pipeli...
Relationships matter: How to build, nurture, and transform your talent pipeli...Relationships matter: How to build, nurture, and transform your talent pipeli...
Relationships matter: How to build, nurture, and transform your talent pipeli...LinkedIn Talent Solutions
 
Still jobseeker become JOBMASTER : 1 search 4 all job searches
Still jobseeker become JOBMASTER : 1 search 4 all job searchesStill jobseeker become JOBMASTER : 1 search 4 all job searches
Still jobseeker become JOBMASTER : 1 search 4 all job searchesRecruit4Job.com
 
Excellence in - quality - hiring : Social - Recruiting
Excellence   in - quality - hiring : Social - RecruitingExcellence   in - quality - hiring : Social - Recruiting
Excellence in - quality - hiring : Social - RecruitingRecruit4Job.com
 
Pipelining Talent: A Sourcing Webinar
Pipelining Talent: A Sourcing WebinarPipelining Talent: A Sourcing Webinar
Pipelining Talent: A Sourcing WebinarAppVault
 
Bright recruiter presentation
Bright recruiter presentationBright recruiter presentation
Bright recruiter presentationGeorge Martines
 
5 Steps for Building an Ideal Company culture (and what to watch out for!)
5 Steps for Building an Ideal Company culture (and what to watch out for!)5 Steps for Building an Ideal Company culture (and what to watch out for!)
5 Steps for Building an Ideal Company culture (and what to watch out for!)Qualtrics
 
Recruitment Marketing Destination Webinar
Recruitment Marketing Destination WebinarRecruitment Marketing Destination Webinar
Recruitment Marketing Destination WebinarAppVault
 
It starts with transparency: Building your talent brand through humility, da...
 It starts with transparency: Building your talent brand through humility, da... It starts with transparency: Building your talent brand through humility, da...
It starts with transparency: Building your talent brand through humility, da...LinkedIn Talent Solutions
 
Onlinetools&Job Search2010
Onlinetools&Job Search2010Onlinetools&Job Search2010
Onlinetools&Job Search2010Cindy Edwards
 
In-house Recruitment Expo Feb 2016 Made to Stick Writing Better Job Ads
In-house Recruitment Expo Feb 2016 Made to Stick Writing Better Job AdsIn-house Recruitment Expo Feb 2016 Made to Stick Writing Better Job Ads
In-house Recruitment Expo Feb 2016 Made to Stick Writing Better Job AdsJohnny Campbell
 
Building Talent Communities & Pipelines
Building Talent Communities & PipelinesBuilding Talent Communities & Pipelines
Building Talent Communities & PipelinesJobs2web
 
Recruiting for Tech Talent on Social Media #LDNTechWeek
Recruiting for Tech Talent on Social Media #LDNTechWeekRecruiting for Tech Talent on Social Media #LDNTechWeek
Recruiting for Tech Talent on Social Media #LDNTechWeekJohnny Campbell
 
Recruitment Marketing: Bridging the Gap Between Awareness & Commitment
Recruitment Marketing: Bridging the Gap Between Awareness & CommitmentRecruitment Marketing: Bridging the Gap Between Awareness & Commitment
Recruitment Marketing: Bridging the Gap Between Awareness & CommitmentKyle James
 
Recruitment marketing analytics: Talk nerdy to me | Talent Connect 2017
Recruitment marketing analytics: Talk nerdy to me |  Talent Connect 2017Recruitment marketing analytics: Talk nerdy to me |  Talent Connect 2017
Recruitment marketing analytics: Talk nerdy to me | Talent Connect 2017LinkedIn Talent Solutions
 
Employer branding staffing event lauren de boer
Employer branding staffing event  lauren de boerEmployer branding staffing event  lauren de boer
Employer branding staffing event lauren de boerDane Adams
 
How to Extract ROI from your Candidate and Employee Experience Program
How to Extract ROI from your Candidate and Employee Experience ProgramHow to Extract ROI from your Candidate and Employee Experience Program
How to Extract ROI from your Candidate and Employee Experience ProgramSapling
 
Unlock the Mysteries of LinkedIn: How to Get New Clients in Just 15 Minutes a...
Unlock the Mysteries of LinkedIn: How to Get New Clients in Just 15 Minutes a...Unlock the Mysteries of LinkedIn: How to Get New Clients in Just 15 Minutes a...
Unlock the Mysteries of LinkedIn: How to Get New Clients in Just 15 Minutes a...Ted Prodromou
 
The Power of LinkedIn Career Pages [Webcast]
The Power of LinkedIn Career Pages [Webcast]The Power of LinkedIn Career Pages [Webcast]
The Power of LinkedIn Career Pages [Webcast]LinkedIn Talent Solutions
 
Managing the Quality of Managerial Hires -- Alghanim at ConnectIn Dubai
Managing the Quality of Managerial Hires -- Alghanim at ConnectIn DubaiManaging the Quality of Managerial Hires -- Alghanim at ConnectIn Dubai
Managing the Quality of Managerial Hires -- Alghanim at ConnectIn DubaiLinkedIn Talent Solutions
 

Mais procurados (20)

Relationships matter: How to build, nurture, and transform your talent pipeli...
Relationships matter: How to build, nurture, and transform your talent pipeli...Relationships matter: How to build, nurture, and transform your talent pipeli...
Relationships matter: How to build, nurture, and transform your talent pipeli...
 
Still jobseeker become JOBMASTER : 1 search 4 all job searches
Still jobseeker become JOBMASTER : 1 search 4 all job searchesStill jobseeker become JOBMASTER : 1 search 4 all job searches
Still jobseeker become JOBMASTER : 1 search 4 all job searches
 
Excellence in - quality - hiring : Social - Recruiting
Excellence   in - quality - hiring : Social - RecruitingExcellence   in - quality - hiring : Social - Recruiting
Excellence in - quality - hiring : Social - Recruiting
 
Pipelining Talent: A Sourcing Webinar
Pipelining Talent: A Sourcing WebinarPipelining Talent: A Sourcing Webinar
Pipelining Talent: A Sourcing Webinar
 
Bright recruiter presentation
Bright recruiter presentationBright recruiter presentation
Bright recruiter presentation
 
5 Steps for Building an Ideal Company culture (and what to watch out for!)
5 Steps for Building an Ideal Company culture (and what to watch out for!)5 Steps for Building an Ideal Company culture (and what to watch out for!)
5 Steps for Building an Ideal Company culture (and what to watch out for!)
 
Recruitment Marketing Destination Webinar
Recruitment Marketing Destination WebinarRecruitment Marketing Destination Webinar
Recruitment Marketing Destination Webinar
 
It starts with transparency: Building your talent brand through humility, da...
 It starts with transparency: Building your talent brand through humility, da... It starts with transparency: Building your talent brand through humility, da...
It starts with transparency: Building your talent brand through humility, da...
 
Onlinetools&Job Search2010
Onlinetools&Job Search2010Onlinetools&Job Search2010
Onlinetools&Job Search2010
 
In-house Recruitment Expo Feb 2016 Made to Stick Writing Better Job Ads
In-house Recruitment Expo Feb 2016 Made to Stick Writing Better Job AdsIn-house Recruitment Expo Feb 2016 Made to Stick Writing Better Job Ads
In-house Recruitment Expo Feb 2016 Made to Stick Writing Better Job Ads
 
Building Talent Communities & Pipelines
Building Talent Communities & PipelinesBuilding Talent Communities & Pipelines
Building Talent Communities & Pipelines
 
Recruiting for Tech Talent on Social Media #LDNTechWeek
Recruiting for Tech Talent on Social Media #LDNTechWeekRecruiting for Tech Talent on Social Media #LDNTechWeek
Recruiting for Tech Talent on Social Media #LDNTechWeek
 
Recruitment Marketing: Bridging the Gap Between Awareness & Commitment
Recruitment Marketing: Bridging the Gap Between Awareness & CommitmentRecruitment Marketing: Bridging the Gap Between Awareness & Commitment
Recruitment Marketing: Bridging the Gap Between Awareness & Commitment
 
Recruitment marketing analytics: Talk nerdy to me | Talent Connect 2017
Recruitment marketing analytics: Talk nerdy to me |  Talent Connect 2017Recruitment marketing analytics: Talk nerdy to me |  Talent Connect 2017
Recruitment marketing analytics: Talk nerdy to me | Talent Connect 2017
 
Employer branding staffing event lauren de boer
Employer branding staffing event  lauren de boerEmployer branding staffing event  lauren de boer
Employer branding staffing event lauren de boer
 
How to Extract ROI from your Candidate and Employee Experience Program
How to Extract ROI from your Candidate and Employee Experience ProgramHow to Extract ROI from your Candidate and Employee Experience Program
How to Extract ROI from your Candidate and Employee Experience Program
 
Unlock the Mysteries of LinkedIn: How to Get New Clients in Just 15 Minutes a...
Unlock the Mysteries of LinkedIn: How to Get New Clients in Just 15 Minutes a...Unlock the Mysteries of LinkedIn: How to Get New Clients in Just 15 Minutes a...
Unlock the Mysteries of LinkedIn: How to Get New Clients in Just 15 Minutes a...
 
The Power of LinkedIn Career Pages [Webcast]
The Power of LinkedIn Career Pages [Webcast]The Power of LinkedIn Career Pages [Webcast]
The Power of LinkedIn Career Pages [Webcast]
 
Managing the Quality of Managerial Hires -- Alghanim at ConnectIn Dubai
Managing the Quality of Managerial Hires -- Alghanim at ConnectIn DubaiManaging the Quality of Managerial Hires -- Alghanim at ConnectIn Dubai
Managing the Quality of Managerial Hires -- Alghanim at ConnectIn Dubai
 
How To Become A Data Driven Recruiter
How To Become A Data Driven RecruiterHow To Become A Data Driven Recruiter
How To Become A Data Driven Recruiter
 

Semelhante a How to Create Non Traditional Employee Engagement

How to Leverage Technology to Maximize Employer Brand Equity
How to Leverage Technology to Maximize Employer Brand EquityHow to Leverage Technology to Maximize Employer Brand Equity
How to Leverage Technology to Maximize Employer Brand EquityJeff Waldman
 
Getting to “Yes” and Beyond: Engaging Candidates Before- and After- The Point...
Getting to “Yes” and Beyond: Engaging Candidates Before- and After- The Point...Getting to “Yes” and Beyond: Engaging Candidates Before- and After- The Point...
Getting to “Yes” and Beyond: Engaging Candidates Before- and After- The Point...Recruitment Innovation Summit
 
Getting to “Yes” and Beyond: Engaging candidates before- and after- the point...
Getting to “Yes” and Beyond: Engaging candidates before- and after- the point...Getting to “Yes” and Beyond: Engaging candidates before- and after- the point...
Getting to “Yes” and Beyond: Engaging candidates before- and after- the point...Recruitment Innovation Summit
 
Why work-life balance is dead
Why work-life balance is deadWhy work-life balance is dead
Why work-life balance is deadLimeade
 
How to Launch an Employee Advocate Program
How to Launch an Employee Advocate ProgramHow to Launch an Employee Advocate Program
How to Launch an Employee Advocate ProgramLiz Bullock
 
Using Brand Advocates (Employees) for Influence
Using Brand Advocates (Employees) for InfluenceUsing Brand Advocates (Employees) for Influence
Using Brand Advocates (Employees) for InfluenceLiz Bullock
 
Job Hunting 2014
Job Hunting 2014Job Hunting 2014
Job Hunting 2014MichaelIris
 
DACS Presentation January 2015
DACS Presentation January 2015 DACS Presentation January 2015
DACS Presentation January 2015 amandablair203
 
DACS Presentation January 2015
DACS Presentation January 2015DACS Presentation January 2015
DACS Presentation January 2015John Barry
 
Employee Advocacy: Training and Activation Best Practices
Employee Advocacy: Training and Activation Best PracticesEmployee Advocacy: Training and Activation Best Practices
Employee Advocacy: Training and Activation Best PracticesLiz Bullock
 
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar Slides
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar Slides5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar Slides
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar SlidesThe HR Observer
 
Digital recruitment strategies to attract top talent
Digital recruitment strategies to attract top talentDigital recruitment strategies to attract top talent
Digital recruitment strategies to attract top talentMargaret Buj
 
Echo.IT, Stefan K. Madsen
Echo.IT, Stefan K. MadsenEcho.IT, Stefan K. Madsen
Echo.IT, Stefan K. MadsenIBM Danmark
 
PART 1; IT'S COMPLICATED: The relationship Status between Social Media, HR & ...
PART 1; IT'S COMPLICATED: The relationship Status between Social Media, HR & ...PART 1; IT'S COMPLICATED: The relationship Status between Social Media, HR & ...
PART 1; IT'S COMPLICATED: The relationship Status between Social Media, HR & ...Rob Lockard, SPHR
 
Employer branding 101 power point
Employer branding 101 power pointEmployer branding 101 power point
Employer branding 101 power pointShawn Rogers
 
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent Management
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementGet Em Keep Em Grow Em: a Texas BBQ of Integrated Talent Management
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementDan Medlin
 
The Social Revolution of Recognition and Rewards
The Social Revolution of Recognition and RewardsThe Social Revolution of Recognition and Rewards
The Social Revolution of Recognition and RewardsElizabeth Lupfer
 
Reframing the Way We Work: How to Take Advantage of Disruptions
Reframing the Way We Work: How to Take Advantage of DisruptionsReframing the Way We Work: How to Take Advantage of Disruptions
Reframing the Way We Work: How to Take Advantage of DisruptionsAggregage
 
What it Takes to Make the Fortune 100 Best Companies to Work For® List
What it Takes to Make the Fortune 100 Best Companies to Work For® ListWhat it Takes to Make the Fortune 100 Best Companies to Work For® List
What it Takes to Make the Fortune 100 Best Companies to Work For® ListGreat Place to Work® US
 

Semelhante a How to Create Non Traditional Employee Engagement (20)

How to Leverage Technology to Maximize Employer Brand Equity
How to Leverage Technology to Maximize Employer Brand EquityHow to Leverage Technology to Maximize Employer Brand Equity
How to Leverage Technology to Maximize Employer Brand Equity
 
Getting to “Yes” and Beyond: Engaging Candidates Before- and After- The Point...
Getting to “Yes” and Beyond: Engaging Candidates Before- and After- The Point...Getting to “Yes” and Beyond: Engaging Candidates Before- and After- The Point...
Getting to “Yes” and Beyond: Engaging Candidates Before- and After- The Point...
 
Getting to “Yes” and Beyond: Engaging candidates before- and after- the point...
Getting to “Yes” and Beyond: Engaging candidates before- and after- the point...Getting to “Yes” and Beyond: Engaging candidates before- and after- the point...
Getting to “Yes” and Beyond: Engaging candidates before- and after- the point...
 
Project ppt.
Project  ppt.Project  ppt.
Project ppt.
 
Why work-life balance is dead
Why work-life balance is deadWhy work-life balance is dead
Why work-life balance is dead
 
How to Launch an Employee Advocate Program
How to Launch an Employee Advocate ProgramHow to Launch an Employee Advocate Program
How to Launch an Employee Advocate Program
 
Using Brand Advocates (Employees) for Influence
Using Brand Advocates (Employees) for InfluenceUsing Brand Advocates (Employees) for Influence
Using Brand Advocates (Employees) for Influence
 
Job Hunting 2014
Job Hunting 2014Job Hunting 2014
Job Hunting 2014
 
DACS Presentation January 2015
DACS Presentation January 2015 DACS Presentation January 2015
DACS Presentation January 2015
 
DACS Presentation January 2015
DACS Presentation January 2015DACS Presentation January 2015
DACS Presentation January 2015
 
Employee Advocacy: Training and Activation Best Practices
Employee Advocacy: Training and Activation Best PracticesEmployee Advocacy: Training and Activation Best Practices
Employee Advocacy: Training and Activation Best Practices
 
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar Slides
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar Slides5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar Slides
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar Slides
 
Digital recruitment strategies to attract top talent
Digital recruitment strategies to attract top talentDigital recruitment strategies to attract top talent
Digital recruitment strategies to attract top talent
 
Echo.IT, Stefan K. Madsen
Echo.IT, Stefan K. MadsenEcho.IT, Stefan K. Madsen
Echo.IT, Stefan K. Madsen
 
PART 1; IT'S COMPLICATED: The relationship Status between Social Media, HR & ...
PART 1; IT'S COMPLICATED: The relationship Status between Social Media, HR & ...PART 1; IT'S COMPLICATED: The relationship Status between Social Media, HR & ...
PART 1; IT'S COMPLICATED: The relationship Status between Social Media, HR & ...
 
Employer branding 101 power point
Employer branding 101 power pointEmployer branding 101 power point
Employer branding 101 power point
 
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent Management
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementGet Em Keep Em Grow Em: a Texas BBQ of Integrated Talent Management
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent Management
 
The Social Revolution of Recognition and Rewards
The Social Revolution of Recognition and RewardsThe Social Revolution of Recognition and Rewards
The Social Revolution of Recognition and Rewards
 
Reframing the Way We Work: How to Take Advantage of Disruptions
Reframing the Way We Work: How to Take Advantage of DisruptionsReframing the Way We Work: How to Take Advantage of Disruptions
Reframing the Way We Work: How to Take Advantage of Disruptions
 
What it Takes to Make the Fortune 100 Best Companies to Work For® List
What it Takes to Make the Fortune 100 Best Companies to Work For® ListWhat it Takes to Make the Fortune 100 Best Companies to Work For® List
What it Takes to Make the Fortune 100 Best Companies to Work For® List
 

Mais de Alex Putman

Employer Branding Audit
Employer Branding AuditEmployer Branding Audit
Employer Branding AuditAlex Putman
 
Create an Employer Branding Strategy to Differentiate you from the Competition
Create an Employer Branding Strategy to Differentiate you from the CompetitionCreate an Employer Branding Strategy to Differentiate you from the Competition
Create an Employer Branding Strategy to Differentiate you from the CompetitionAlex Putman
 
How to Source, Recruit & Attract Humans with Social Media and Employer Branding
How to Source, Recruit & Attract Humans  with Social Media and Employer BrandingHow to Source, Recruit & Attract Humans  with Social Media and Employer Branding
How to Source, Recruit & Attract Humans with Social Media and Employer BrandingAlex Putman
 
Marketing on a Budget for Your Small Business
Marketing on a Budget for Your Small BusinessMarketing on a Budget for Your Small Business
Marketing on a Budget for Your Small BusinessAlex Putman
 
Create a Hollywood Style Employer Brand
Create a Hollywood Style Employer BrandCreate a Hollywood Style Employer Brand
Create a Hollywood Style Employer BrandAlex Putman
 
Build Your Personal Recruiting Brand
Build Your Personal Recruiting BrandBuild Your Personal Recruiting Brand
Build Your Personal Recruiting BrandAlex Putman
 
Personal Branding for Your Job Search
Personal Branding for Your Job SearchPersonal Branding for Your Job Search
Personal Branding for Your Job SearchAlex Putman
 
Where's the Beef in Your Employer Brand
Where's the Beef in Your Employer BrandWhere's the Beef in Your Employer Brand
Where's the Beef in Your Employer BrandAlex Putman
 
Creating an Interactive Talent Community
Creating an Interactive Talent CommunityCreating an Interactive Talent Community
Creating an Interactive Talent CommunityAlex Putman
 
Finding A Job Your Way
Finding A Job Your WayFinding A Job Your Way
Finding A Job Your WayAlex Putman
 
Use Branding to Attract STEM Talent
Use Branding to Attract STEM TalentUse Branding to Attract STEM Talent
Use Branding to Attract STEM TalentAlex Putman
 
Life at Case-Mate
Life at Case-MateLife at Case-Mate
Life at Case-MateAlex Putman
 
Searching for a Job with Social Media
Searching for a Job with Social MediaSearching for a Job with Social Media
Searching for a Job with Social MediaAlex Putman
 
Social Recruiting - Peek at 2015
Social Recruiting - Peek at 2015Social Recruiting - Peek at 2015
Social Recruiting - Peek at 2015Alex Putman
 
Life at Case-Mate
Life at Case-MateLife at Case-Mate
Life at Case-MateAlex Putman
 
Building a Social Recruiting Strategy
Building a Social Recruiting StrategyBuilding a Social Recruiting Strategy
Building a Social Recruiting StrategyAlex Putman
 
Stand out as a candidate
Stand out as a candidateStand out as a candidate
Stand out as a candidateAlex Putman
 
Social Network Recruiting and Engagement
Social Network Recruiting and EngagementSocial Network Recruiting and Engagement
Social Network Recruiting and EngagementAlex Putman
 
What to Expect in a Job Interview
What to Expect in a Job InterviewWhat to Expect in a Job Interview
What to Expect in a Job InterviewAlex Putman
 

Mais de Alex Putman (20)

Employer Branding Audit
Employer Branding AuditEmployer Branding Audit
Employer Branding Audit
 
Create an Employer Branding Strategy to Differentiate you from the Competition
Create an Employer Branding Strategy to Differentiate you from the CompetitionCreate an Employer Branding Strategy to Differentiate you from the Competition
Create an Employer Branding Strategy to Differentiate you from the Competition
 
How to Source, Recruit & Attract Humans with Social Media and Employer Branding
How to Source, Recruit & Attract Humans  with Social Media and Employer BrandingHow to Source, Recruit & Attract Humans  with Social Media and Employer Branding
How to Source, Recruit & Attract Humans with Social Media and Employer Branding
 
Marketing on a Budget for Your Small Business
Marketing on a Budget for Your Small BusinessMarketing on a Budget for Your Small Business
Marketing on a Budget for Your Small Business
 
Create a Hollywood Style Employer Brand
Create a Hollywood Style Employer BrandCreate a Hollywood Style Employer Brand
Create a Hollywood Style Employer Brand
 
Build Your Personal Recruiting Brand
Build Your Personal Recruiting BrandBuild Your Personal Recruiting Brand
Build Your Personal Recruiting Brand
 
Personal Branding for Your Job Search
Personal Branding for Your Job SearchPersonal Branding for Your Job Search
Personal Branding for Your Job Search
 
Where's the Beef in Your Employer Brand
Where's the Beef in Your Employer BrandWhere's the Beef in Your Employer Brand
Where's the Beef in Your Employer Brand
 
Creating an Interactive Talent Community
Creating an Interactive Talent CommunityCreating an Interactive Talent Community
Creating an Interactive Talent Community
 
Finding A Job Your Way
Finding A Job Your WayFinding A Job Your Way
Finding A Job Your Way
 
Use Branding to Attract STEM Talent
Use Branding to Attract STEM TalentUse Branding to Attract STEM Talent
Use Branding to Attract STEM Talent
 
Twitter 101
Twitter 101Twitter 101
Twitter 101
 
Life at Case-Mate
Life at Case-MateLife at Case-Mate
Life at Case-Mate
 
Searching for a Job with Social Media
Searching for a Job with Social MediaSearching for a Job with Social Media
Searching for a Job with Social Media
 
Social Recruiting - Peek at 2015
Social Recruiting - Peek at 2015Social Recruiting - Peek at 2015
Social Recruiting - Peek at 2015
 
Life at Case-Mate
Life at Case-MateLife at Case-Mate
Life at Case-Mate
 
Building a Social Recruiting Strategy
Building a Social Recruiting StrategyBuilding a Social Recruiting Strategy
Building a Social Recruiting Strategy
 
Stand out as a candidate
Stand out as a candidateStand out as a candidate
Stand out as a candidate
 
Social Network Recruiting and Engagement
Social Network Recruiting and EngagementSocial Network Recruiting and Engagement
Social Network Recruiting and Engagement
 
What to Expect in a Job Interview
What to Expect in a Job InterviewWhat to Expect in a Job Interview
What to Expect in a Job Interview
 

How to Create Non Traditional Employee Engagement

  • 1. @muzebranding @alexputman #SpotLightOnHR NON TRADITIONAL EMPLOYEE ENGAGEMENT
  • 2. ENGAGEMENT • When does engagement begin? • Employee Engagement is a measure of employees emotional attachment to o Job o Colleagues o Company • This influences o Experience at work o Efforts to help organization reach goals
  • 3. CURRENT TRENDS MOBILE easy access always on GAMING work + fun SOCIAL openness review sites CROWD SOURCING user groups “kickstarter” TOOLS crm big data storage CANDIDATE UX about me
  • 5. BEFORE THE HIRE Create strategies based on data; o Review sites (Glassdoor, Indeed) o Source of hires o Surveys (employee, candidate etc..) • Marketing o Targeted campaigns o Engagement and reach o Traffic, source of visit, drop off etc.. • Focus on Candidate Experience
  • 7. CANDIDATE EXPEREINCE • Conduct internal audit • Candidate attraction (TC, SoMe…) o 24 hour response • Application process o clicks to apply • Career path examples • Post apply disposition o Finalist o Rejections • Finalist management • Selected candidate • Stay in touch with alumni
  • 8. ATTRACTION 2015 Majority of workforce will be in their 20’s 2020 Gen X & Gen Y will be 65% of workforce 2030 Millennials will be 75% of the workforce 10,000 Baby boomers retire everyday POLL
  • 12. CANDIDATE PRIORITIES Top 5 • Job Content • Creative & Challenging Work • Culture and Environment • One of my top choices • Opportunity to make an impact Bottom 5 • Best I could find at time • Salary • Supervisor • Job Security • Benefits
  • 13. ON BOARDING Traditionally • 1-8 hours of classroom setting • Fill out paperwork (day 1) • Sign all agreements post hire (day 1) • Cumbersome intranet Best Practices • Provide on-line documents BEFORE start day • Mobile on-boarding • Videos • Infographics
  • 14. CREATIVE ON-BOARDING Gamified: • Scavenger hunt • Create 90 day surveys with rewards • Personalize Fun • Self guided; provide ground rules and basic instructions (video, social) • Surveys, Mentors/Buddy Program • Blog posts about experience Mobile • Customized mobile app to provide company data (benefits, open enrollment, multi media)
  • 17. RETENTION 4 Key Aspects 1. Communication 2. Employee Welfare 3. Organizational Climate & Culture 4. Organizational Structure & Job
  • 18. 10 Most Important Attributes
  • 19. BEGIN WITH RETENTION Attribute Free flow communications Trusted to get the job done Job Content fully occupies me at the workplace Encouragement to suggestions & ideas Friendly relationships Why Accepted Offer Culture & Environment Opportunity to make an impact Creative & Challenging Work (Job Content) Culture & Environment
  • 20. TRAINING & DEVELOPMENT What Matters to the Company • Expect you to stay for the “long haul” • Do a singular job, grow into something else over an extended period • Business goals What Matters to the Employee • 60% of GEN Y has switched careers 1x already • 70% of college grads leave their first jobs after 2 years • Personal goals TRAIN them for Intrapreneurship!
  • 21. REWARDS 1. Involve employees in business 2. Encourage grass roots 3. Creative knowledge share 4. Show them the value 5. Create alternate realities 6. Intrapreneurship 7. Scavenger style on-boarding 8. Give them a voice 9. Encourage ideas 10.Give back (true social awareness)
  • 22. CULTURE • Info on the go (mobile) • Allow and encourage social networks • Create digital games • Gamify the employer referral process • What’s in it for them • Team break outs • Lift IT bans & BYOD • 1 click great, 2 clicks good, 3+clicks BAD
  • 23. ON-GOING ENGAGEMENT Mobile o Optimization Social o Marketing o Engagement Video o Attraction o Training Web o Access is 24x7 Gamification o Make it fun with element of competition

Notas do Editor

  1. In House talent: Every company has a wealth of talent and knowledge internally that goes untapped 45% of companies are using internal social networks to id talent OR key contributors
  2. ----- Meeting Notes (4/20/15 12:02) ----- How many people know what it's like to apply for a job with your company?
  3. 50% of Human Resource Departments have NOT adjusted their practices over the past 3-5 years to attract this talent.
  4. ----- Meeting Notes (4/20/15 12:02) ----- Tell your story via video
  5. ----- Meeting Notes (4/20/15 12:02) ----- Long, boring job descriptions are not being read...
  6. FOCUS: on is trying to get people engaged and up to speed more quickly New Hire Classes as Communities:
  7. IDEAS: ‘All About Me.’ The presentation covers their professional career, their hobbies, their family life, etc. scavenger hunt that involves engaging in various activities with members of the company such as joining a fantasy sports league or participating in a community service event.  Two truths and a lie – At Bonobos, the hiring manager sends out an email to the whole company introducing the new employee, with a brief biography, photograph, and trivia game called “Two truths and a lie." These are fun facts about the new employee, but only two of the three are true. To figure out the lie, employees are encouraged to get to know the new employee. The first person to identify the lie correctly gets a $25 store credit.  Rackspace provides a five-day orientation, called the “Rookie O” or “Rookie Orientation” program, with icebreakers, trivia games, races, skits, costumes, thumping music, a limbo bar, and more. Survival guide - On the first day, Valve employees are given a 56-page whimsical employee handbook (or “survival guide”) with funny illustrations and a desk with wheels. Then they’re told to find a project to tackle. Appropriately, the handbook preface reads,
  8. ----- Meeting Notes (4/20/15 12:02) ----- Now you have: 1. Engaged pre hire 2. Attracted to company 3. On-Boarded creatively with continous engagement 4. How do you retain?
  9. 79% of employees expect immediate feedback
  10. ----- Meeting Notes (4/20/15 12:02) ----- Not the traditional "complete these 5 each year...
  11. 1. Quarterly present the most important biz issues and let team come up with improvement ideas and strategies Encourage employees to create programs and then get out of the way (employee led blog, standing desks) Open sharing spaces, wikis, blogs, all hands Show employees the financials and how they are linked to their efforts Create opportunities for employees to have fun, office Olympics, late night creative work with no rules *and food” 6. Communicate and make it exciting – what they will do next Self guided with ground rules and basic instruction (SCVNGR) OR create their own! Blog, SoMe: Employee created, driven and promoted Have your own Tedx, let employees share ideas Do community projects and allow for time off x hours per year
  12. Openness: Discuss Glassdoor review site and taking it serious (YP story of sales compaints)