This document discusses using social HR and the peeqMe mobile app to engage interns and new hires. It recommends that companies provide common assessments to all interns prior to arrival and have them use peeqMe to connect, provide feedback, and develop self-awareness. PeeqMe focuses on individuals' natural strengths and allows users to identify intended behaviors and values. The document outlines different access levels and gamification ideas to motivate participation. It suggests implementing peeqMe openly, allowing organic sharing, observing how it works for the organization, and experimenting.

1. Apply social hr to your college internship / new
hire programs
P. Quake Pletcher
19 February 2013
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2. Do you have any leaks
in your intern/new hire programs?
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3. 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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4. peeqMe Accelerates Adaptation
Social HR
How not What Anyone, Anywhere, Anytime
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5. Why interns and new hires?
A high percentage will be Millennials
Click to see Top Ten Ways to Engage Millennial Workforce
They are open to new They expect open, frequent
systems feedback
PeeqMe can integrate into
They are assessing you as
existing on-boarding
much as the other way
programs with limited
around
scope
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6. Remember 2013 Top Priorities
Business Leaders Human Resources
People and Talent Management
51% Leadership Development 56%
44% Employee Engagement 51%
47% Employee Development 46%
55% Improve Team Performance 36%
Source: McLean and Company
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7. peeqMe for Now and the Future
HR Respondents: Projected Growth for each trend
Gamification 260% Gamification is
Stay interviews 138% the highest
High potential employee programs 97%
scoring emerging
trend for growth
Planning for baby boomer retirement 94%
in 2013.
Social recognition/ collaboration tools 90%
Engaging generation Y 80%
Intern/New Hire Priorities
Long-term incentives for non-… 80%
Talent mobility strategy 59%
Results-oriented work environment 56%
Agile performance mgmt 51%
Wellness initiatives 41%
Managing diversity 40%
The trends with the
Flexible work arrangements 38% highest
2012 Current Social media for recruiting 38% implementation rate
Implementation Rate:
Globalization of HR as a function 37%
will continue to grow
Low Implementation
(<10% implemented)
at over 30% in 2013.
E-learning 35%
Medium Implementation
(10% to 20% implemented) Corporate social responsibility 31%
High Implementation 0% 50% 100% 150% 200% 250% 300%
(≥20%) implemented
Projected Growth for Each Trend
Source: McLean and Company
McLean & Company 23
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
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8. peeqMe Mobile App
Innate Intention
peeqMe focuses on the natural peeqMe allows users to identify behaviors
preferences/strengths for individuals and values they intend to display.
Corporations do an excellent job of
Over $2B per year is spent on leadership, capturing “What” people did, but struggle
behavior, and personality assessments to capture “How” employees accomplish
their work objectives.
peeqMe permits users to upload
peeqMe provides a simple profile based
corporate behaviors/competencies, and
on the most popular assessments
values.
Users can give and get input at the point
Users have access through the peeqMe
of experience for review later with
mobile app
mentors or managers.
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9. Know Show Grow
Self-Awareness Self-Actualization Self-Improvement
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10. Different use
Organizational uses are member driven, bottoms up
Personal Access Booster Access Corporate Access
• No access to natural strengths • Selected access to natural • Access is granted by user to
or style except to self profile organization to see de-identified
• Keeps “book in hand,” not • Supports external coaching and data for meta analysis and
locked up, for personal mentoring from trusted reporting purposes
reflection and user-driven relationships • Access may be granted by user
growth • Permits insights to selected to organization to see identified
• Joins the network for feedback individuals on a need to know data for specific analytics and
giving, seeing profiles, getting basis, such as working teams or reporting, including:
org values/behavior feedback management • Talent identification
• Early interventions
• User-specific support/training.
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11. Gamification Ideas
Millennials are very motivated by benchmarks, social transparency
Opening Day All-Star Break Awards Ceremony
•Assessment (NFL Combine •Share/ Show highlights •Most Feedback (Team)
Simulation) •Report out statistics •Most Innate Feedback (Style &
•Draft Day: Program Leaders Strength)
create teams •Most Intentional Feedback
•Tie-in networking events (Behavior & Values)
•Best Mentor/Intern Partnership
(Prog Ldr Selection)
•Best Feedback Given (Prog Ldr
Selection)
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12. Implementation: How spread
peeqMe works a little differently for the enterprise
Open Organic Observe Opportunistic
•No silos, extend open •Allow teams and •Actively observe how •Support and
invitation individuals chances to the tool plays out encourage
•Customers, Partners, share •Analyze what works experimentation
Personal & •This is “how” we work, for your organization •Cherry-pick best
Professional mentors, let it flow practices and
Vendors, etc •Seed with paid highlight super users
•Incentivize assessment support
participation
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13. 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
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