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■ Clearly communicate that hiring is a shared responsibility.
MEGAN VALENCIA, from page 7
WHAT YOUR PEOPLE CAN DO. So, how can individuals contribute to recruitment? Try some of the following: ■ Refer quality candidates. Don’t forget to be selective – they may become your future coworkers! It’s icing on the cake if your employer offers a referral bonus. If you are unsure of your firm’s policies, ask your HR department. ■ Act as a brand ambassador. You are your firm’s best advocate! If you’re happy there, say so to anyone who will listen! ■ Be a mentor. Beyond hiring, you can take on mentorship roles, helping less experienced staff members acclimate, develop skills, and integrate into the company culture. Look into joining your firm’s formal mentorship program, if applicable. ■ Providing honest feedback. When the opportunity arises, you can and should provide feedback (anonymous or not) on what’s working and what isn’t. This information helps your firm refine hiring strategies, policies and practices to attract and retain the best talent. WHAT LEADERSHIP CAN DO. For talent acquisition and recruitment to become a company- wide initiative, leadership must set the tone. Managers and executives should consider the following:
■ Recognize and provide positive reinforcement to employees who actively contribute to hiring efforts. ■ Foster a culture of inclusivity and openness where potential hires feel welcomed. “To stay competitive, businesses must adopt innovative strategies that reach beyond human resources, extending the responsibility of talent acquisition and recruitment to all staff members.” THE BOTTOM LINE. Every employee plays a crucial role in recognizing and attracting top talent, shaping company culture, and ensuring long-term business success. By making recruitment a shared responsibility, businesses can build stronger teams, improve retention, and enhance overall company performance. The best hires often come from those who already know and love their firms. Megan Valencia, SHRM-CP, is human resources director at Traffic Planning & Design, Inc. Connect with her on LinkedIn .
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THE ZWEIG LETTER JUNE 16, 2025, ISSUE 1590
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