Hunting for High Performers?

TIPS FOR RECRUITING TOP TALENT 

1. Craft a clear job description. Avoid using terms such as “ninja” and “rockstar” which are vague and do little to contribute to the actual responsibilities of the role. Provide the most accurate picture possible of the details required for the position. 
2. Develop a system for posting open positions internally.  
3. Only advertise for roles that are currently available. Some organizations advertise for roles that may not be immediately available to collect candidates for future vacancies. We recommend using honesty and transparency in your recruiting process to not harm the trust between the organization and potential applicants or clients.  
4. Utilize your current network and ask employees and trusted contacts for referrals. Approach high performers you have worked with in the past. They may be interested in a new opportunity. Consider implementing an employee referral program to reward employees for their successful recommendations.  
5. Reach out to local college and university campuses to recruit students and recent graduates. Many campuses offer career services including career fairs.  
6. Highlight what makes your organization special. How do you stand out from other organizations in your industry? What benefits are unique to your company?  
7. Identify your organization’s top channels for high performing employees. Were they found via a staffing agency, a job posting on the organization’s website, a job posting on another app or website, a referral, etc.? How can you optimize the most effective channels to increase the quality of applicants?  
8. Make a commitment to retain the top talent already on your team. Make time to support and build meaningful relationships with the employees you lead. Invest in growth and development opportunities to help individuals build their skills. Offer new opportunities and challenges to your top talent.  
9. Ask for feedback from current employees and prospective employees about your recruiting, application, and hiring process. Identify areas for improvement and take steps in those areas. You may find your online application was too long to complete, or the hiring process took 4 weeks when your organization told the employee it would take 2. Whether the candidate has been asked to join your team or not, they can still provide valuable feedback that will help improve the recruiting process and attract talented new team members.  
10. Be flexible. The ideal candidate maybe right in front of you, but if you’re too worried about which college they attended or that their background is in another industry, you will likely pass on the best person for the role.