Organizational alumni programs tap into hidden talent pipeline, McLean & Company says

Research from McLean & Company highlights that with only 27% of departing employees indicating that they would highly recommend their organization to others, many organizations are losing the opportunity to turn alumni into advocates who view them as a future workplace. potential for themselves or for others in their network.

According to McLean & Company, many organizations do not view the talents of alumni — those who have left an organization — as part of the employee lifecycle, leading them to forgo leveraging relationships with this group. This perpetuates the negative social stigma typically associated with employee departures, which can lead to gaps in organizational capacity to support strategic goals related to the talent pool, employer brand, and business growth.

The research also found that while alumni often want to connect with former employers and are open to exploring mutual benefits through their unique relationship with the organization, companies may struggle to determine the best how to integrate alumni-focused programs and initiatives into the larger organizational structure. .

To help HR leaders design a strong, centralized alumni program, McLean & Company’s new blueprint outlines three steps to create the alumni program that best fits their unique organizational needs:

  1. Identify the purpose of the program and select the objectives — This step identifies key stakeholders and target audiences, reviews strategic documents and organizational data, selects program objectives and parameters, determines the level of support provided to alumni through the program, and drafts a program budget .
  2. Design the program structure – The second step assigns stakeholder responsibilities, identifies current alumni interactions and the role of HR technology in the program, creates an alumni directory, collects data on alumni needs and interests, assesses the feasibility of initiative and creates a shortlist, and prioritizes program initiatives.
  3. Preparing to implement the program — The third step identifies required changes to existing HR programs, determines training needs of relevant stakeholders, creates a communication plan and graduate program timeline, and develops an action plan to support implementation from the program.

Employee departures do not necessarily mean broken ties. Rather, an impactful alumni program creates a symbiotic relationship based on meaningful connections and serves to balance strategic goals and alumni needs. To support HR managers in their efforts to improve alumni relations within their companies, McLean & Company offers various levels of support and practical resources to best meet their unique and individual needs, including training kits. tinkering tools, guided implementations, workshops and tips.

To learn more about McLean & Company or to download all the latest research, visit hr.mcleanco.com and connect via LinkedIn and Twitter.

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About McLean & Company
With data-driven insights and proven best practice methodologies, McLean & Company offers comprehensive resources and comprehensive assessments, action plans and training to position organizations to meet the needs of today and prepare for the future.

McLean & Company is a division of the Info-Tech research group.

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Aubrey L. Morgan