Always Be Recruiting
Loading...START RECRUITING BEFORE THERE IS A VACANCY
In this competitive job market, filling open positions with talented candidates can seem like a daunting task. Especially if you weren’t expecting an employee to leave and you have no pipeline of talented individuals to interview. Finding a highly skilled replacement will take time, and the organization can’t afford to rush and risk hiring a low performer. Rather than wait until an employee turns in notice to start the candidate search, successful organizations proactively recruit candidates even when there are no job openings.
One way to do this is by continuously networking and building relationships with individuals who are high performers in their industry or the organization’s industry. Then, when a position does open up, you may already have a talented candidate in mind.
It’s also important to consider the organization’s brand and marketing efforts. What do they say about the culture of the organization? Do you position the organization as a “Best Place to Work”? Incorporating the culture, values, and stories about employees into your social media and marketing efforts can attract top talent to your organization. This will also help support engagement with candidates who are aligned to the organization’s culture and values.
Our interaction with current employees sets the stage for attracting other high performers to our teams. People who are satisfied at work talk positively about their jobs to others who may become interested in working for your organization as well. Talented candidates want to work for organizations that put people first. The way we treat our current employees suggests to potential applicants how they will be treated. Creating a “Best Place to Work” environment will not only support recruiting, it also supports employee retention.
5 TIPS FOR ATTRACTING THE BEST CANDIDATES
Purposeful Culture
- Define values and standards for all employees within the organization to live by.
- People want to feel like they make a difference. How does your organization make an impact? Communicate the purpose of the organization with employees regularly.
- Imbed the purpose of your organization into onboarding, company stories, and marketing materials.
Nurture Employee Relationships
- It’s impossible to recruit high performers if you don’t have good relationships with your current high performers.
- Employees want a relationship with their leader. Leaders that facilitate these relationships create happy employees, who, in turn, recommend the company to other high performers they know. Attract high performers by retaining your current high performers and asking them for referrals.
- Conduct 30- & 90-Day Conversations, Monthly Meetings, and Leader Connections regularly to re-recruit the team you’ve already hired. During these conversations, consider asking if they know anyone who would be a good fit for the organization, or even a specific role..
- Share stories about employee’s accomplishments, successes, and journeys on your organization’s social media accounts.
Support Growth & Development
- Lack of growth and development can cause employee turnover. According to LinkedIn’s 2018 Workforce Learning Report, a whopping 93% of employees would stay at a company longer if it invested in their careers.
- Potential employees are looking for organizations that offer growth and development opportunities.
- Does the organization recognize high performers and award them with additional responsibilities?
- Is there a budget for professional development or a mentorship program offered? If not, consider finding a way to provide growth and development to employees.
Consider Internal Candidates
- There was a time when most job openings were filled internally through promotions and lateral assignments. However, today’s figures show only one third or less of vacancies are filled by internal candidates.
- When employers choose not to use internal candidates to fill vacancies, involuntary turnover increases and great employees are lost to competitors.
- Your internal candidates are already more familiar with your organization and the culture. While they may need to learn some additional skills, recruiting from within will reduce turnover and generate higher engagement. As part of the recruiting strategy, post all job openings internally and externally.
- Is there a budget for professional development or a mentorship program offered? If not, consider finding a way to provide growth and development to employees.
Let the Data Guide Your Search
- Continuously analyze your hiring data. Know which channels are producing the best candidates and maximize those options.
- How did your highest performing employees learn about the job opening? How did your lowest performing employees find you? What did it cost to recruit a high performer?
