CoffeeCasts

• Enterprise Social Networking in Talent Management - 6 Use Cases
• #1: Onboarding
• #2: Performance Management
• #3: Informal Learning
• #4: Workforce Planning
• #5: Alumni & Retiree Networks
• #6: Extended Enterprise

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Charles Coy: Welcome to the Cornerstone Coffee Cast Series.  I'm Charles Coy Cornerstone's director of Product Marketing.  Today I'm enjoying a simple double espresso served in bone china with just a twist of lemon on the side.

We're talking about Enterprise Social Networking in Talent Management and today is part 5: Alumni and Retiree Engagement Networks.

So we're talking about explicit and concrete use cases for enterprise social networking in talent management and the fifth use case we want to talk about is Alumni Networks. This has been branded by some pundits and observers and practitioners out there as a potential quick win for organizations when it comes to how to build in professional social networks into your talent management and HR processes.  A system like Cornerstone Connect or others that can deploy communities rapidly within the context of what you're doing in HR and talent can quickly engage your alumni and retirees.  The reason this is important obviously is whether you have people leaving as a result of the retirement of the Baby Boomer generation which we've identified as something that is slowing in these economic conditions, but it's probably still happening to some degree.  Or, if it's not baby boomers, if it's not related to generations or parts of the workforce at all, just people who leave—smart people.

Social networking means you can start to link back to them and it retains some of that organizational knowledge that's walking out the door.  There are a lot of reasons why you'd want to start thinking about having an alumni or retiree engagement network and knowledge companies, consulting firms, like McKinsey & Company, Microsoft, and others, have for years—with or without this kind of technology—have understood the benefit of hanging on in some way, at least keeping communication with alumni and retirees. 

There's a variety of reasons: one might be business development. Let's keep in touch with the smart people who have left the organization because they very well might refer us business in the future. Second, re-recruitment, I think most of us would have stories about someone good who left an organization a couple of years ago only to have a new job or opportunity not work out and they come back to the company and we're glad to have them back because we want to hang on to those smart people.  Three, referrals.  People who leave the organization that we keep in their minds will often refer us recruiting opportunities or other smart people they come across as they pursue their new opportunities.  And of course ongoing access to expertise, so particularly in knowledge based kinds of businesses we don't necessarily want—we can't control it sometimes—but we don't people who have great expertise or great knowledge about our processes, our products, our services, what we're doing, how we work running out the door and we never see them again.  If we can link to them through an alumni network which is something we can build right into a system like Cornerstone's as part of a broader talent management strategy, if we can keep in touch with them, we can keep in touch with their expertise. So the people that remain with our company can have some sort of access to them if the need arises.  And lastly goodwill.  Having a successful alumni & retiree engagement community can be successful just from the perspective of your employer brand.

So that's use case number for alumni and retirement engagement networks.  There are others in the series.  And we hope to hear from you soon.

For more information call (888)-260-0406.
www.cornerstoneondemand.com

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