Three To See - w/c 18-Jan-10
Referral Schemes, Millenials and the Baby Boom generation in Three To See this week.
My first pick features Slyvia Ann Hewlett of the Center for Work-Life Policy in an interview on Harvard Business Publishing's YouTube channel. In the clip Hewlett provides insight into What Motivates Gen Y and Boomer Talent:
Hewlett's explanation of why Boomer and Gen Y have more influence on the world of work than Generation X is interesting as is the description of the non-financial incentives that motivates them. Perhaps Hewlett's points help to explain Wally's offer to the Point Haired Boss in the Dilbert cartoon below:
It is a good gag but Wally also makes a good point - what can organisations do to sustain the contribution of talented Boomers?
My third pick comes from Fistful of Talent where Kris Dunn posted Referrals: Better from Employees or LinkedIn Contacts? In the post Dunn suggests that:
"LinkedIn referrals are better overall then employee referrals.
The math and science of this comparison is pretty simple. Employees refer friends. LinkedIn contacts tend to refer people who do what they do for a living, because that's the type of network they build out on LinkedIn. As a result, on average, LinkedIn referrals are much higher quality that employee referrals."
What do you think of this week's Three to See?
Tags: Baby Boom, Boomer, demographic, Dilbert, Employee Referral, engagement, FOT, Gen, gen y, Generation, Harvard, motivation, productivity, Programe, Programme, retention, Scheme, StepStone, YThis entry was posted on Friday, January 22nd, 2010 at 2:58 pm and is filed under Community, Talent Acquisition, Talent Management. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.
March 15th, 2010 at 2:03 pm
Kris Dunn's article raises a valid point and one that should certainly feature in the discussion on the sourcing strategy for a position. However will this mean the end of the employee referral scheme? I think not. The referral bonus (often monetary) for an operational level employee represents a sizeable potential to increase overall compensation (e.g. by 10-15% for 2 successful referral hires in a year). I certainly think that Kris's Linkedin argument is valid at the experienced hire level, but what about volume recruitment, such as Retail or Customer Services. A well managed referral scheme for the right level of hire can be a very effective source indeed.