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Newsletters·CHRO Daily


WHY CISCO IS TRAINING ITS 84,000 EMPLOYEES TO BE LINKEDIN INFLUENCERS

BYAmber Burton and Paolo Confino
December 16, 2022 at 2:10 PM GMT+1
 * 
 * 
 * 
 * 

Kelly Jones, chief people officer at Cisco.
Courtesy of Cisco


Good morning!



Cisco’s chief people officer Kelly Jones likes to say, “hiring is a team sport.”
And she takes it literally. The communications tech giant is training its over
84,000 employees to serve as talent influencers for the company, with the
thought that every person can be a recruiter of top talent for the
organization. 

Cisco’s intense focus on hiring stems from a need to fill highly technical and
specialized roles, which are hard to fill even as the tech industry experiences
ongoing layoffs. Cisco is no exception. Though the company reportedly laid off
about 4,000 employees last month, Jones says it expects to end the year around
the same headcount it started with at the beginning of the year. She spoke
with Fortune about how and why the company trains its workforce to serve as
LinkedIn influencers.

This interview has been edited and condensed for clarity.

--------------------------------------------------------------------------------

Fortune: Cisco has been vocal about its ambitious hiring goals. Have any of your
hiring goals changed amid uncertainty about the economy?



No, we expect to end the year at about the same headcount we started. Our
overall number of what we see as our hiring goal hasn’t changed, but what has
changed, specifically in the product space, is the makeup of that number and the
type of skills we’re hiring for. That also affects how we think about
upskilling, reskilling, and using our internal talent marketplaces.

How are you inspiring a hiring culture among employees?

We say at Cisco that we have 84,000 brand ambassadors. We recognize that it’s
not just the recruiting organization’s responsibility to bring talent here. 

Last year, we rolled out a series of training sessions around interviewing and
becoming a talent influencer for the organization by galvanizing their own
social media pages. 

LinkedIn is a great example because it’s the most common place people hire from
nowadays. It’s largely become a recruiting tool. What we find is more effective
on LinkedIn is when we have our leaders be the voice of the role they’re hiring
for; it’s more effective. So we’ve taught our leaders how to better use the
platform. And in some areas, they do it intuitively. If you think about sales,
they’re typically high extroverts. They’re used to networking. But if you think
about engineering, it’s a little bit different. They tend not to be as prolific
on LinkedIn. So we’ve specifically focused on training our technical leaders how
to run their LinkedIn page, so they’re also an extension of the recruiting
organization. And that’s everything from how you talk about your job to how you
talk about your team. 



More recently, we’ve pushed our team to blog about what they’re doing in the
organization at a technical level. That’s going to attract top talent because
they want to understand the cool work that you’re doing. So we really put a
focus on enabling our leaders to own the narrative.

How do you convince a group that might not naturally want to speak out online?

Our recruiting organization does this training with teams. It’s popular,
particularly in emerging functions like security, the cloud, and areas where our
engineers know how difficult it is to find, attract, and retain top talent. The
growing teams tend to utilize this training a bit more. We don’t go at this from
the standpoint that everyone must do it. This is about working with the willing,
and the willing are definitely there.



What have been the results?

It’s reduced time-to-fill for positions by about five days. Our data also shows
that when our leaders are involved in recruiting like this, it increases
employee retention rates. Everyone worries about attrition and attracting and
retaining that top 20% of tech talent. We find that they stay longer when they
come in through our leaders.



We also noticed that when leaders are engaged early on, they create more
affinity with the candidate throughout the hiring process because they feel like
they’re going right to the source.

--------------------------------------------------------------------------------

Also, CHRO Daily will be on a winter hiatus over the next few weeks, returning
on Jan. 4, 2023. See you in the New Year!

Amber Burton
amber.burton@fortune.com
@amberbburton


REPORTER'S NOTEBOOK

The most compelling data, quotes, and insights from the field.

Here's a 2023 prediction from Mandy Price, cofounder and CEO of DEI consulting
firm Kanarys: More companies will voluntarily lean into pay transparency. 



“As we see more and more jurisdictions requiring [pay transparency], we're
seeing companies voluntarily disclose this information throughout their entire
workforce, not just in those jurisdictions where they may have employees that
require it.”


AROUND THE TABLE

A round-up of the most important HR headlines, studies, podcasts, and
long-reads.

- The HR exec in charge of Amazon’s “earth’s best employer” initiative is under
investigation…for creating a hostile work environment. Insider

- The nonprofit hospital operator Ascension spent years cutting jobs to boost
profitability. Then the pandemic hit, leaving it woefully understaffed. New York
Times

- Corporate travel has failed to make a full comeback, but airlines say they're
seeing a new type of travel emerge reflecting the flexibility offered by more
hybrid work arrangements: "Bleisure" travel. Wall Street Journal


WATERCOOLER

Everything you need to know from Fortune.



Christmas bonus. Citigroup will let employees work remotely for the last two
weeks of the year. —Jennifer Surane

Think of the kids. There is an ongoing pediatric health care crisis in the U.S.
that will affect both children and their caregivers. —Ellen DaSilva  

Cutting rent. Twitter is withholding rent for some of its offices as it looks to
renegotiate more favorable lease terms. —Nicholas Gordon 

Barely a bonus. Goldman Sachs is reportedly cutting bonuses for investment
bankers by 40% this year. —Sophie Mellor

This is the web version of CHRO Daily, a newsletter focusing on helping HR
executives navigate the needs of the workplace. Today’s edition was curated by
Paolo Confino. Sign up to get it delivered free to your inbox.





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