We’re All Recruiters!

Posted on December 19, 2018

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Right Now with Kylie Bayer (LinkedIn/Twitter)

What I’m reading: The Power of Collaboration

What I’m watching: Sabrina The Teenage Witch

What I’m listening to: My ten-month-old puppy snoring next to me

Everyone is a recruiter and employees (and former employees, more on that later) are one of your best bets in finding a great candidate for your open position. So why do so many employees clam up when a potential candidate asks them about the job? They’ve either been told or simply believe, that the only people who can reach out to candidates are hiring managers and HR. Unless your organization has a strict policy on that (which, if they do have a policy I would figure out why) there are no rules preventing employees from aiding in the recruitment process.

Reach out to your networks, share the posting on social media, or directly email colleagues and peers who would be strong competitors for the job. Don’t promise someone they would be awarded the position or even an interview. They’ll still have to compete just like all of the other candidates. Try this script (or some variation) to start the conversation:

“(Friend, colleague, peer), my organization has a job opening and I think you may be a strong candidate in the recruitment. The position is (insert position here) and I think it may interest you because (name a recent project they completed or a talent they have.) The job is posted on our website, I hope you’ll consider applying.”

Your city is trying to match the perfect candidate with an open job. It’s always better to choose from a big applicant pool than a small one. Do your part and help spread the word so your HR team and hiring managers have lots of qualified candidates to choose from.

Former employees are recruiters, too. They can also be de-cruiters and detract candidates from applying. To prevent the de-cruiter scenario, make every effort to ensure exiting employees have a positive experience on their way out the door, no matter the circumstances (retirement, found another job somewhere else, discharged). This means separations are managed professionally, appropriate paperwork is completed on time,  they’re offered an exit interview, and their final paycheck is delivered per your state’s paycheck laws. If your departure was a nightmare would you recommend your organization?

Now, go forth and recruit!

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