In working with companies large and small and in cities large and small, the number one thing I hear most often from managers is how hard it is to recruit. There is no doubt that it can be challenging, especially if there isn’t a clear strategy in place to tackle it. Most managers don’t make recruiting a priority until when? Yep, you guessed it: when there is an open position. That is exactly the wrong time to do it (or to start doing it).
Top 10 Recruiting Must Do List
- Have an employee referral program. Consider giving an incentive to employees who recommend candidates that you ultimately hire. There could be an additional bonus or incentive given to same employee after their recommendation passes 12 months of employment.
- Commit to a number of interviews per month. Build your Talent Bank so it isn’t painful when you have an open position. Set a goal for yourself and the other managers in your organization to have a specific number of touches with potential candidates in a given time period. Maybe that is two telephone calls a week or one lunch meeting a week or three conversations a month.
- Assign a recruiting champion. Let someone lead the charge and own this. Not that they should have to do it all themselves, but they can be the accountability coach for the team. Find the person on the team that naturally recruits all of the time. The person that looks to hire talent when grocery shopping or eating out. They can’t turn it off. They would be a great recruiting champion.
- Ask for referrals. Ask your current clients or vendors questions like: Who is the salesperson that services your account the best? Who works harder than most? Who offers solutions to your problems? Who has a sense of urgency in everything they do? Ask the questions based on the behaviors you are hiring for. And, again, set a goal for doing this.
- Have a clear sourcing plan. What is your consistent go-to-market strategy? Are you using business recruiting sites like LinkedIn or Indeed.com? A side note on LinkedIn: make sure your profile clearly states how you coach and develop people and what your management strategy is.
- Sell the benefit of working for you company. What makes you stand out in the marketplace? Why do people come to work for your company, and more importantly, stay at your company?Maybe it is your commitment to the business you are in, the talented people you hire, the culture that is in place, the mission of the company, the competitive compensation, or a chance for people to grow in the company. A suggestion, why not poll your current employees and ask them what they would tell their friends as to why they should come to work for this company. You may learn some great benefits that you hadn’t thought about.
- Use social media. Using photos or videos will increase sharing and don’t forget to make this a public post and not just to your group of friends. Also, making the post more conversational with questions will help the engagement level. Don’t just share a link to your corporate site.
- Recruit outside of your market. Consider those markets that may see your market as a next step. Feeder markets will open the door to a wider pool of potential candidates.
- Recruiting is to managers as prospecting is to salespeople. Yet we don’t see it at the same level of urgency or importance. Why not create a business card that says “We are always looking to hire great talent!” with some ideas from #6 listed on it. Give them to everyone on your team to hand out as they meet people that would be a great fit for your company.
- Have an awesome job description ad!
If you are continually recruiting, you'll be prepared when the time comes to hire.
