This is a multi-part series. If you haven’t yet read Parts 1-2 below, read them in order first, then continue reading Part 3 here.
As it relates to your hiring, which of the following more accurately describes your efforts:
We write a job description. Maybe we send an email and the job description to our employees, asking them if they know anyone who might be interested. We might post the job description to our website. We might highlight the job description in a LinkedIn update or via a tweet. We will probably post it on one or more job boards. We might ask a few people we know who are looking for jobs if they would be interested. And then we wait for interested candidates to contact us?
Before proceeding to Scenario 2, let me ask you, if you took the same approach to your sales, marketing, and business development efforts, how successful would you be?
While we might do most, if not all, of the things highlighted above for Scenario 2, one of our primary efforts involves aggressive, proactive searches on LinkedIn and on the internet (and not just job search sites). We utilize advanced search capabilities and detailed keyword searches to isolate and identify candidates we would be very interested in. And while it’s true that our recruiter(s) spend the majority of the time in this effort, it doesn’t stop there. Managers and executives related to a given role will also spend time searching for great candidates.
If you are involved in sales, marketing, or business development, does Scenario 2 sound more similar to the efforts you put into identifying and targeting your best prospects? If so, and if you’re not applying the same approach to your hiring and recruiting efforts—why?
Let me make a bold statement—I would speculate that the best candidate for a key role within your company is NOT currently in job search mode. If your ideal candidate is as good as you want them to be, there’s a good chance they’re gainfully employed. Now, obviously, I’m overstating somewhat, but I’m doing so to make a very important point—if you are relying on inbound traffic (through resume submissions) to fill key roles, you are likely ignorantly unaware of some of your best candidates.
You need to be proactively searching for ideal candidates. You need to be spending money for premium subscriptions on LinkedIn to get access to advanced search capabilities that will make it easier for you to find your best candidates. (And, by the way, you need those same capabilities in your selling efforts.)
You also need to ensure that hiring and recruiting is a priority for managers and executives who will be impacted by this hire. Do not just leave it up to an in-house recruiter, or worse, an independent, third-party recruiter.
Before proceeding to Part 4, go spend at least 30 minutes RIGHT NOW searching on LinkedIn for individuals who you think would be great candidates for a role you’re hiring for.
And if you’re reading this series from the perspective of sales and marketing, not hiring and recruiting, it’s time to pinpoint your research (and search) using “Account-based Marketing” techniques (for companies) and targeted prospecting (for clients and roles within those accounts).