According to Merriam-Webster Dictionary, networking is:

1. the exchange of information or services among individuals, groups, or institutions; specifically: the cultivation of productive relationships for employment or business

Rather rudimentary, don’t you think? Basic, yet terrifying...We all hate networking, excluding the lucky few of course. It may be the fear of being awkward; the fear of offending someone; the fear of embarrassment or just plain laziness. But it is also this same fundamental process that lands people jobs, among other benefits. According to a SHRM poll, 75% of the firms accounted for cited networking as the recruiting method in place.

Kelly Moeller points out just how important networking is in the business world for those searching for a new job in her informative blog post. But there is one more important aspect to networking: professional development. Think of a recent blog post you read or an interesting article that a friend told you about. The depth to which knowledge can be incepted is immeasurable.

Well, as we all know, technology has made networking a whole lot easier. With the injection of “professional networking service” sites into mainstream culture, people are better able to network with one another (arguably) due to the stress-free environment, zero time pressure and opportunity to carefully exchange business ideas or knowledge with one another. When you have the time and when you feel comfortable, you can respond. Moreover, you can give back to not just one person, but hundreds of thousands of people. But this is two-fold, without user participation, these professional networking service sites would be useless.

It’s much easier than it used to be, so let’s all get out there and start networking today!

Speaking of which, if you are in the NYC area and are looking to network with other HR professionals, check out the iCIMS NYC Networking Group, where you will have access to informative articles and white papers, great discussions, and most importantly, speak with some of the greatest HR thinkers in New York. If you aren’t in the New York area but still want to network, check out iCIMS 10th Anniversary to register for a networking session near you. Network in Denver on June 3rd, in Philadelphia on June 15th and in California on June 28th.

Also, stay tuned for an iCIMS Networking Group in your area!

Yesterday, while sitting on Northeast Regional Amtrak train 186 from Washington DC to New York City, I had three hours and twenty eight minutes to reflect on the iCIMS User Group Breakfast I had just attended. Similar to User Group Breakfasts in the past, this event brought together 31 of iCIMS’ leading users in the DC area for a networking event and thought-provoking round table discussion. The breakfast focused on the theme “Evolving Strategies for Talent Management in the Coming Decade” and round table discussion topics ran the gamut. From OFCCP compliance to onboarding, Going Green, social media and performance metrics, the user discussion touched on all aspects of talent management.

Riding on the train, I found my thoughts drifting back to one topic in particular – Employee Referrals. A large portion of the round table discussion unexpectedly focused on leveraging employee referral programs. While I am familiar with a wealth of analyst research that highlights the benefits of employee referrals, I was taken aback by the inherent value iCIMS’ customers experienced from their individual employee referral programs. The round table discussion moderator went as far as to say that 53% of her organization’s new hires come from employee referrals.

Research has shown, and yesterday iCIMS users reaffirmed, employee referral programs are a cost-effective way to hire qualified talent. In addition to reducing cost-per-hire metrics by eliminating the need to post open positions to job boards, time-to-fill metrics are often significantly lower for positions filled by employee referrals. Perhaps the most important aspect of employee referrals is the caliber of candidates they produce. When comparing an employee’s original source of hire to subsequent performance assessments, iCIMS users found that employee referrals were their top source for the highest performing employees. After all, a current employee is often reluctant to refer someone to a position if they think that candidate will reflect poorly on their professional judgment.

After discussing the benefits of an organized employee referral program, the discussion transitioned to how iCIMS’ Talent Platform can streamline and automate the process. While many organizations in attendance were already leveraging their iCIMS Talent Platform to support their referral program and experiencing significant time savings, some were still managing the referral program manually.   Those organizations with automated referral programs discussed the benefits of sourcing clients directly from the employee referral portal and tracking the referral payouts. Clients also spoke of recruiters who were once over-whelmed with manually tracking referrals now having their workload cut in half thanks to iCIMS. iCIMS’ referral functionality also encouraged employees to refer more candidates for jobs because it automated the process, providing them with a simple way to submit and track their individual referrals.

For those organizations that realize the inherent value of employee referrals but are still managing their program manually, I encourage you to look into iCIMS employee referral functionality. iCIMS’ robust Talent Platform can easily be configured to support any referral program, big or small. My experience at yesterday’s user group breakfast cemented my belief in the value of an organized employee referral program.

It's the middle of summer in iCIMS-land and most of us are longing for the beach: sitting under the cloudless sky, reading trashy novels and watching seagulls steal our sandwiches. Don’t be fooled though, there’s always staffing work to be done, and summer is a fantastic opportunity for any business seeking seasonal employees. Whether it's a law firm looking for summer interns, a tax preparation company getting income tax specialists during April, or a retailer looking for help on the floor during the holiday season, there’s always a need for seasonal hires. In fact, according to a CareerBuilder study, 34% of retail employees during the summer are seasonal hires.

While it’s always tempting just to get out of the office, there may not be enough time to sort through all of your incoming applications, emails, and paperwork as it is. But let’s step back: if you’ve done the right work, started your game early and have staffing plans in place, you deserve that cool drink by the shore. Now, while we’re not ashamed to toot our own horn here at iCIMS and say we’ve got a pretty comprehensive solution for seasonal and mass hiring needs, there are a couple of tricks that might even go beyond software.

For example, this AllBusiness article has some pretty good ideas for getting young talent. Since many college and high-school students have time-off during the summer, they’re usually a good start. Think of a plan to raid the local schools and universities, and do it early. While there are plenty of students willing to put in summer work, you need to give yourself enough time to evaluate your need across these applicants. Checking Social networking sites such as Facebook and MySpace is also a good idea to find driven workers. You might also find plenty of retirees looking for work as well, so be sure you tap into these circles, as well.

Another valuable pieces of advice is to encourage referrals. If you have happy, dedicated employees already, why not let them help source your candidates? Referral programs are typically cheaper and more efficient than other means of sourcing, and they can boost morale across your organization. Many employees wouldn’t mind working along a friend or two, and if these are quality employees they’ll likely supply quality referrals. After all, your workers certainly want to look good within your company - and make a little bit of the referral bonus you’re offering. (You are offering one, aren’t you?)

Remember, your organization’s success depends on how it responds to industry trends and demands. And if you prepare with the right mix of workers at the right time, you can stand on solid footing as a recruiter, even wearing sandals and a pair of sunglasses. But don’t get too comfortable – the holiday shopping season is only 4 months away!