Real-life advice from a real-life recruiter

The following is an excerpt from the book Hire Tough Manage Easy.  It will explain how drawing from your top performers and previous employees can help resolve hiring needs in those tough to hire areas.

Check it out…

 “The second-best source of recruits is all the good people who work for you now”

“Research shows that employee-referred candidates are three times more likely to be a good match for the job. This is because your employees give these candidates much more detailed information about the job requirements and working conditions than you would.  As a result, candidates are only likely to proceed with the selection process if they feel they will fit the job. And because they are a good fit, referral candidates who are hired are much less likely to quit or be fired within the first few months.’’ (Kleiman, 1999)

The key is to let employees know that you need good people and what you’re looking for. Here are a few ways to market your referral program:

  • Incentivize & Gamify

Most will agree that cash is still king.  But, more and more, research shows that employees want to be recognized for small contributions. People enjoy seeing their progress and they like to compare their results with others.

  • Get Socialized

Enabling your employees to broadcast jobs to their social networks provides exposure creating a low-cost way to reach potential job seekers quickly.

“Is the grass really greener on the other side”

“When employees quit to work somewhere else, they often discover that the grass isn’t greener after all. In fact, research shows that 20 to 25 percent of supervisory and managerial employees have gone back to work at a company they once left.

Imagine if 20 percent of all the good people who ever left came back to work for you! You’d have instantaneously productive workers, requiring little to no job training and little to no downtime to become familiar with the organization.” (Kleiman, 1999)

How do I know if my previous employee is interested?

  • All you have to do is ask. One or two months after someone good leaves, just call and ask if he or she would consider coming back.  The worst they could say is “no” and you’ve just given them a wonderful compliment.


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