The Best Recruiters (CONT’D FROM PAGE 18)
time, or extra time paid to do this work that is so valuable. Asking people to do work that is not in scope is a terrible experience and does not entice them to say nice things about your brand or the culture. It suggests you don’t val- ue their time! Think about a few hours per week that they can be compensated to call people, go on LinkedIn to ask people if they are interested, or follow up with their profes- sional associations. It will go a long way and help them feel good about helping in this effort. 6. They don’t need a lot to feel appreciated. Make sure you have a planned approach to show them that you value their effort, and that you are happy to have them helping bring the best people to join you. Beyond the splashy rec- ognition that you can get into, take notice of the simple things in being thankful for their effort. They are giving their time and expertise to the process and learning how to be a non-recruiter does take a little bit of investment. Spend your money on a solid program that is easy to work with, giving time and resources to the training, and help you employees develop the skills to look for what you need – it’s an easy way to show appreciation for the huge scale you can get in your recruiting efforts. As with all programs, you need every stakeholder to be on board for it to be successful. While you’re investing in great programs and recognition for this stretch role out- side of the recruiting team, make sure your recruiters are CONTINUED ON PAGE 22
3. You can motivate and inspire your own team helping find key talent in personal and visible ways. Who wouldn’t want to be celebrated for their part in building a great workplace for themselves and their peers? One way to do this is to share broadly the talent each employee has brought into the team and thank them for it. Thank them in front of the company and through gestures that don’t come with strings – this means you shouldn’t hold referral bonuses for months on end to see if the new person works out. Their job was to bring someone amazing into the or- ganization and they did that! 4. If you can work fast to meet these candidates the non-recruiters bring you, they will want to do it more and feel more credible wearing their recruiting hat. You may need to update your processes to be able to move faster to connect with this spotted talent. Don’t make them go through a long process or wonder if you’re going to get back to someone. This will not encourage them to bring you more superstars. Be ready to follow up with every sin- gle person the non-recruiters spot and refer! 5. If they have the time, they can be very effective. Think about the value of giving them one hour away from their day job to find you two more top performers like them. Giv- ing the non-recruiters time to act as recruiters means paid
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