![]() ![]() ![]() ![]() Remind employees of talent needs in the company, and incentivize them to look within their networks for qualified, culturally aligned people who might be a great fit. 45% of employees sourced from employee referrals stay for longer than 4 years, while only 25% of employees sourced through job boards stay for over 2 years. Hiring referrals also results in an average savings of $7,500 per hire (in productivity and sourcing costs). Referrals are four times more likely to be hired.Here are some numbers based on a LinkedIn study: Statistically, your best hires are referrals. This is good for business and great for talent attraction. Ask them to share company news and career opportunities on their social media channels.Support them as they volunteer for panels, hold positions within professional organizations, or share thought leadership pieces on LinkedIn. Encourage employees to be active in their professional communities.They also have a vested interest in bringing in top talent who they enjoy working alongside. They know the business and culture, and they have skilled, like-minded networks to leverage. Your most effective recruitment evangelists are your employees. So ask for reviews often, and look for ways to differentiate the kinds of reviews you’re collecting. Current reviews have more weight with candidates and impact star ratings on review sites. No need to list titles - “Operations Leader,” “Technology Leader,” or “Senior Leader” work just fine. This is a different perspective, and using a high traffic public forum to talk about company direction is exciting. (Yes, even the C-Suite.) Instead of listing perks and benefits, they’ll talk about creating value for the customer, market opportunities, and growth. Leaders have a different perspective, so encourage reviews from them.People who do well often enjoy their work and therefore can provide the kind of feedback job-searchers look for. Here’s why: High performers attract high performers. Personally invite high performers to leave reviews.There is no way to track who wrote reviews or delete unflattering ones, which can help team members feel more comfortable leaving their feedback. Review sites are serious about protecting anonymity. Encourage authenticity and ensure anonymity.This can feel like a loaded request, so here are some additional pointers to help you ease into it: Encourage your employees to leave reviews on Glassdoor and Indeed so candidates find authentic information about your company. They research and social-source information about job changes just like they do brunch spots and pet groomers. Work with your senior leadership and human resources teams to understand where you are so you can develop a plan. Healthy, supportive cultures have other benefits too, including better business performance. It gives your employees something to evangelize about. Regardless of the size or kind of company you lead, you can treat people well, challenge them, and also make them feel valued. The best foundation to attract high-performing talent is to be a great place to work. The outcome is a scalable, recruitment-focused culture, as well as an audience of interested, qualified talent that’s waiting and watching for the right opportunity with your organization. So what is recruitment evangelism? It’s the concept that the whole company should take part in talent attraction. ![]() But the best results come from a holistic solution: Recruitment evangelism. “Post and pray” works on occasion, and headhunting works too. In an age of changing employee priorities and talent shortages, it’s time to get creative about the best ways to attract top performing talent. 2022 is right around the corner and talent planning is already underway. ![]()
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