2013年9月5日 星期四

[奇摩部落格- Nobody's Home] Lou Adler專欄 2010/04/09 未來聘雇管道的新趨勢PERP?

未來聘雇管道的新趨勢PERP?

分類:Lou Adler專欄
2010/04/09 00:29

Does PERP Represent the New Future of Sourcing ?
未來聘僱管道的新趨勢PERP
Written by Lou Adler  
譯者:Lynn Lee 
Friday, 02 April 2010

We all know that employee referral programs and networking are the prime means to find top quality talent. However, this takes time, effort, and the hands of a very skilled recruiter to be productive. It appears this won’t be the case much longer, since we’re now heading toward a technological tipping point.

我們都知道經由員工推薦方案(ERP)以及員工網絡管道,是最佳的優秀人才招募方式。然而,這需要花上時間、精力,以及藉由有經驗的聘雇人員來達成其成效。但看來這種情況將不會持續太久,因為我們正楚於科技的轉捩點。

Automating the ERP process represents the upcoming wave of new technology. From what I’ve seen, fundamental changes are now underway that will soon change the way corporate recruiters find the 85% of candidates who are not now looking. This could have significant negative repercussions for external recruiters and every other current sourcing approach.

ERP流程的自動化,代表了即將到來的新科技浪潮。根據我目前看到的狀況,招募在基本方法的改變後,將很快的改變企業的招聘方式。招募人員將會發現,有85%的可能人選並不是正在找工作的那群人。而這對外部招募人員和每一種相關的招募管道,都可能帶來重大的不利影響。

LinkedIn, Jobvite.com, and Referio.com, among others, are now offering and/or are beefing up their employee referral capabilities as we head toward an era of full ERP automation. This essentially means that your employees’ LinkedIn, Facebook, and Outlook contact lists will be scrubbed for suitable candidates for your company’s current and future positions. Adding the P in ERP though is where the real advantage lies, and you can get in on this action right now.

LinkedIn, Jobvite.com, Referio.com等等,正加緊提供其員工推薦機制的功能,以配合正在邁向一個ERP自動化的時代。這意味著,您的員工的LinkedIn, Facebook, Outlook的聯絡人名單,將可能是您公司目前或未來職缺中,可拿來尋找合適的人選的工具。在ERP之前加上”P”便是真正的優勢所在,而您可現在便開始行動。

The differences between PERP and ERP are night and day. ERP is based on the idea that your employees will refer their close friends and associates who have asked to be referred to your company. This is a pretty narrow group of people, with the quality and timing hit or miss. Since your employees are reluctant to say no to a friend, quality is questionable, as well at the low chance you have an open position available at the time of referral even if the person is good. Here’s how the P in PERP changes this model:

PERPEPR之間的差異就如同白天及黑夜般不同。ERP方式主要是你的員工所推薦的朋友或同事,而這些人通常是那些曾經對他們提出對你公司工作有興趣者。這在人選的質量與時間長度來看是一個非常狹窄的區塊。由於你的員工通常不願意去拒絕朋友,因此所推薦來的人選品質會是個問題,即使此人選是優秀的人才,但在此種推薦方式下,其對於所能選擇職缺選項也只有少數的機會而已。以下是P如何改變的PERP模式:

  1. Instead of waiting for a referral to call in, your employees will regularly and proactively review their existing contact lists to identify people who are potential candidates for your open positions. This requires that employees are aware of these open positions, and your employees (or recruiting team) are proactively contacting these people. Getting these people interested in what you have to offer won’t be to hard if your outbound messaging is compelling, but will be a wasted effort if you send a boring and skills-infested job description.
與其等候推薦人選上門,你的員工也可以定期並主動的審閱他們現有的聯絡人名單,以確認出誰可能是目前開放職缺的潛在人選。要能如此便需要你的員工都知道有哪些開放的職缺,以及你的員工(或招募團隊)能主動積極的聯繫這些可能人選。如果你發出的招募訊息是引人注意的,便能引起這些人的興趣;反之,如果你送出的招募職缺訊息是無聊且不具意義的工作說明,那將會徒勞無功。
  1. A P2 employee referral program adds another level of proactivity to the mix. In this case your employees continually and proactively expand their current network of associates with the best people they’ve ever worked with in the past. This way when you send out the compelling emails, you’ll reach a broader group of top performers. If the emails are especially compelling, they’ll have a viral effect, reaching even more top performers. (We’ve developed a pretty corny “wild ‘n crazy” ad wizard that converts boring job descriptions into compelling ads. If you don’t laugh too loud .)
P2員工招募計劃另外增加了一個積極性的層次。在此種情況下,你的員工會不斷的且主動的擴大其現有的聯繫網絡,將訊息發給過去他們曾經合作過的優秀同事們。當你以此種方式將吸引人的招募訊息發出時,你將觸及更廣大的優秀人才聚集圈。如果你的郵件訊息特別的吸引人,那將會有如病毒效應般的,遍及更多更優秀的人才群聚處。(我們已經發展出一個漂亮卻老掉牙的名為狂野的廣告魔法,可以將枯燥的工作說明描述成吸引人的廣告。可不要笑太大聲囉!)
  1. A P3 ERP goes even further. With this addition, your employees send regular messages to their contacts suggesting that your employees be contacted whenever their connections begin contemplating a career change. This way your company will have a chance to pursue these people before they enter into the public job-hunting market. When your employees are contacted they need some means to automatically search current and soon-to-be opened job postings for a fit. Getting hot prospects first in combination with some type of automatic matching feature will be a huge competitive advantage.
P3EPR則做的更為深遠。於此同時,當員工將經常性的訊息發送給其聯繫網時,同時也會表明若他們有轉換工作意願時請與其聯絡。如此,你的公司就有機會在這些人進入人才市場前,先行一步與其聯繫。他們同時需要一些能夠自動搜尋目前和即將開放的職缺招募訊息的方法,讓你的員工在其聯絡網成員接觸他時,可以很容易的獲取信息。讓潛在人選可先行進入一些工作自動媒合功能,來做一些選擇與媒合,此種功能將會是一個龐大的競爭優勢。
  1. Adding interactive email to your CRM (candidate relationship management system) further automates the PERP process. In this case, prospects candidates who respond to your initial outbound email will receive an appropriate system-generated response based on their request. This will appear to be a personal message from a recruiter. With the appropriate decision-tree logic, candidates can be reeled-in via a series of information sharing emails. Then when the candidate indicates he or she is serious and wants to talk about a specific job, a meeting can be automatically arranged to talk to a recruiter.
添加互動式電子郵件在您的CRM(candidate relationship management system),進一步的將PERP流程自動化。在此情況下,潛在的應徵者當其回應你所送出的初步訊息後,會由系統自動跑出一份根據寄件者提出的問題而產生的回覆信函。此份信函將等同於由一位公司招募人員親自與予回覆的個人郵件。經由適當的決策樹邏輯,應徵者可以經由一系列的共享郵件訊息。然後,當應徵者表示出他()是認真的想對某一特定工作進行應徵時,系統便可以自動的與招募人員安排一場招募會議。

While this type of full automation isn’t quite here yet, don’t be surprised to see partial solutions offered at the next ERE Expo. Regardless, here are some things you can do now to get started developing your own PERP right away:

然而此種型態目前尚未全面自動化,如果你在下一次ERE博覽會上,見到有人提供部份解決方案時,你也不需要太訝異。無論如何,這裡有一些事情是你可以現在就開始進行,用來發展出你自己的PERP系統:
  1. Have your employees proactively expand their current connections. In the future, the companies with the largest number of high-quality connections to their employees will be in the driver’s seat. They’ll quickly lose this advantage though, if their offerings describe lateral transfers instead of career moves.
讓你的員工積極的擴展他們現有的連結網絡在未來,公司能透過員工,建立並擁有大量且高品質的連結網絡,公司將立於能操控的主導優勢。可是如果他們所提供的工作只是橫向的轉移,而非職涯上的直線移動,也將很快的便喪失優勢。
  1. Have your recruiters cherry-pick your employees’ existing connections. LinkedIn is great for this. Just have your recruiters review the current contact lists of their fellow employees and find out who’s the best, whether they’re looking or not. Then contact these people and recruit them for your open opportunities.
讓你的招募人員為員工選擇最佳的連結網絡。LinkedIn在此部份便做的非常好。就是讓你的招募人員檢視他們的同事員工們目前的聯絡人名單,去找出最好的人來,不管這些人是否正在找工作與否。接著與這些人聯絡並聘僱他們,以填滿你所需的職缺。
  1. Add some type of quality requirement to those people being referred. Make sure your employees are required to justify why they’re referring someone. This provides some indication that the person listed in the talent database is an all-star or a bench player. It also provides the employee a reason not to refer someone unqualified.
在員工推薦條件加上一些質量要求標準。確保你的員工都必須能夠了解並能判別他們所推薦的人選是否符合職位需求。而這些條件將引導員工指出人才庫名單上的人,都會是明星級的或是具有指標性的人選。它同時也提供了員工不要推薦不符條件人選的理由。

Getting people before they enter the job market is what early-bird sourcing is all about. This gives you the chance to decide if you’re interested in pursuing a candidate, and a week or two headstart on the completion. But be cautioned. As the process gets automated, early-bird sourcing will not be an option.

在人們進入就業市場前便先找到他們,是屬於早起鳥來源方式。這讓你能有機會先行決定,你是否對此候選人有興趣進行招募行動,同時可以使招募行動提早一或兩星期完成。但要提醒的是,隨著招募流程的自動化,早起鳥來源將不會只是一項選項而已。

Just consider the flip side to all this. Every company will soon be at risk in losing its best people if its competition is implementing a PERP and it’s not. Just to stay even then, it will need to enter the fray. This will accelerate the process of job-changing as the 85% of the candidates who are not now looking are soon connected somehow with everyone else via PERP. Aside from hyperspeed sourcing, turnover will increase, loyalty will decline, compensation will increase, and the world as we know it will change.

而就另一方面言,因為PERP,每家公司將處於失去其優秀人才的風險中,尤其當你的競爭對手有PERP而你並沒有時。在此情況下,你的人才將不斷的耗損。這將更加速就業市場上工作替換的速度,因為其中原有85%沒有在找工作的人,也將經由PERP而被牽連上。除了超速的招募來源外,員工的流動率將增加,忠誠度將下降,薪資報酬將提高,而我們所了解的世界將隨之改變。

Fasten your seatbelts.
請準備繫緊你的安全帶!


This article originally was published in the Electronic Recruiters Exchange (www.erexchange.com). Check out the ER Exchange for more great recruiting information.

Reprinted from The Adler Group with permission from Lou Adler, author of Hire With Your Head. All rights reserved.