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The warrior, the crab and the wild card -- how referrals impact retention, and why top performers refer top talent | Talent Connect Anaheim

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Boryana Dineva, VP, Human Resources, Wikimedia Foundation
Are you paying close attention to the trends coming out of your referral program? If you aren’t, you should. It’s good stuff. Boryana's former team realized they were short-sighted when simply paying referral bonuses quarter after quarter, only monitoring the volume of referrals and the budget impact of the program. As referrals and employee data built up, her realized they possessed a rich dataset that could be mined for meaningful trends. As a result, positive change was driven throughout the company to shape culture, increase talent caliber, and even help diversity. Join this session to learn about the many strong correlations between referral and referee attributes and how Boryana has applied those correlations to help drive or supplement various talent initiatives—and how you can do the same. Check out the best of Talent Connect: http://bit.ly/1MBqz6m

Publicada em: Recrutamento e RH

The warrior, the crab and the wild card -- how referrals impact retention, and why top performers refer top talent | Talent Connect Anaheim

  1. 1. Boryana Dineva VP of Human Resources Wikimedia Foundation The Warrior, The Crab and The Wild Card
  2. 2. Game plan My story in 3mins (+ The Secret Sauce) Culture Program What we knew What we didn’t know - BIG DATA What we found What can you do today? Q & A Note: All numbers in this presentation are dummy data and for illustrative purposes only.
  3. 3. My Story
  4. 4. Numbers, Stats, Data, … Psychology, Feelings, Words, Policy, … HR Data Scientists The Business Bring Data (+ The Secret Sauce)
  5. 5. The Tesla Culture 1. Competitive to be the best in all that we do 2. No fear of solving hard problems ourselves 3. Be entrepreneurial, resourceful 4. Minimize bureaucracy, just get it done 5. Efficient and sustainable (demonstrate our mission) 6. Work hard, love what we do, have fun!
  6. 6. What we knew ~20% of all new hires Manufacturing: High %, less hired Engineering: Smaller %, almost all hired Sales & G&A: In between NA good EMEA better APAC MIA Note: All numbers in this presentation are dummy data and for illustrative purposes only.
  7. 7. What we didn’t know Are they any good?
  8. 8. What we didn’t know. Time To Fill: Shorter for Referral vs Regular Hire? Cost: Referral vs Regular Hire? Diversity: More or less through referrals? Social dynamics: Who refers who? Same group or cross-functional? Retention Performance
  9. 9. BIG DATA
  10. 10. What we found Time To Fill: Shorter for Referral vs Regular Hire? Cost: Referral vs Regular Hire? Diversity: More or less through referrals? Retention (!) Social dynamics(!) Performance (!)
  11. 11. Referred Not Referred Note: All numbers in this presentation are dummy data and for illustrative purposes only. 0.40 0.50 0.60 0.70 0.80 0.90 1.00 Referred Employees stay longer. Employees that refer stay longer. Successful referrers stay longer. 0.70 0.75 0.80 0.85 0.90 0.95 1.00 Made Referral Never Made Referral 0.70 0.75 0.80 0.85 0.90 0.95 1.00 Referral Hired Referral Not Hired
  12. 12. The warrior. The crab. The wild card. (5-10%) (10-20%) (30-50%) (5-10%) Note: All numbers in this presentation are dummy data and for illustrative purposes only.
  13. 13. 1. Download data and start building your big data: Variables on referrers Variables on referrals 2. Use the program to drive or supplement: Hiring pushes Diversity Recognition Engagement What can you do today?
  14. 14. Boryana@Wikimedia.org Boryana.Dineva@gmail.com Q&A
  15. 15. ©2015 LinkedIn Corporation. All Rights Reserved.

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