Sourcing Candidates: 3 Tips to Lure The Next Generation of Global Workers
The global workforce offers lots of benefits to employers — such as access to a larger talent pool and the option to hire remote workers at competitive prices — but it also poses some serious challenges. It’s time to highlight sourcing candidates in your dictionary.
Millennials are notoriously quick to change jobs. A CareerBuilder survey showed that 45% of employees plan to stay with their employer for less than two years — and due to the added competition, targeting the best staff out there for your team, and then convincing them to stay, can be tough.
Entrepreneurs repeatedly state that talent is their top concern, and that they need ‘a new way’ to make it possible to get their hands on the new global workforce. The way they have been doing it — asking HR to post a job opening to job boards, then sitting and waiting until the right ones come — doesn’t seem to attract the ‘right’ talent.
From the way we see it, hiring is a new game now: from bringing the whole team together to ‘hunt’ the best talent, setting the right ‘lure’ to target people who can really push your company forward, to selling your company’s bigger mission and offering advancement and training opportunities.
So how can companies put the right talent acquisition structures in place, that will prepare them for the newest generation of global workers?
1 — Make sourcing candidates a whole team activity
Take a step back and ask yourself, who is a better judge of talent for a new developer, is it an HR expert or one of your coding team?
The best tactic is to involve micro-teams in the hiring process itself. While the final hiring decision is likely to come down to an HR professional or member of the c-suite — so they can deal with contracts, salary negotiations, etc. — your individual teams could help them whittle down the options to the ‘top three.’
Each and every one of your team members has had his or her own personal journey before they joined your company. During their journey, the chances are that they have come across talented people who could bring value to the team. These people could be former roommates at their college, ex-colleagues at a previous job, or contacts which they have met in co-working spaces. Create an environment in which employees are encouraged to make hiring recommendations. It increases unity and gives people the incentive of being part of growing the team organically.
What we at Recruitee have been doing is holding regular meetings, where the whole team is encouraged to trawl through their social networks and previous connections, and suggest potential candidates for roles in the future — regardless of whether the company is hiring for that role or not.
Facebook reportedly offers a $5000 recommendation bonus. But it’s not only tech giants who are sweetening the deal for employees. A number of up-and-coming startups offer employees large bonuses for each recommendation that leads to a successful hire. And other companies have been known to offer perks such as weekend breaks, and even iPads for making fruitful connections.
According to Undercover Recruiter, recruiting fees run between 15% and 25% of a potential candidate’s total first year annual earnings, reaching as high as 50% for senior position and other hard-to-fill roles. When put in context, an iPad doesn’t sound like too much of an expenditure.
2 — Fish in the right ponds
The traditional ‘post and pray’ method isn’t going to lasso A-players for you. Catching the best talent out there requires ‘hunting’ for them in their natural domain, for example if you want to find a female developer, why not try website DiversityJobs or LinkedIn group Women 2.0.
Highlight the demographic and skill that you need filled, and then brainstorm with your team the best places to reach this group. If you need junior sales or admin staff, why not focus on university internship programs, or target recent college graduates with targeted Facebook advertisements? If you want to reach Millennials with a few years of work experience, why not think outside the box and use new mediums of communication like Snapchat and WhatsApp to reach potential candidates?
A recent survey by LinkedIn revealed that 70% of users who follow a company or brand on its platform were interested in working for that company. Harness the power of social media like Facebook, LinkedIn, Twitter, and Instagram to spread the word when you are looking for new people.
If you are sourcing candidates with more specific skill sets, then search for samples from the most talented people out there. With a quick internet search, you could find good developers by looking at their sample codes on GitHub, and good editorial members by looking at their writing samples they have published on their blogs. However, if you want a more hands-off approach, you can turn to popular people aggregator tools which range from free to thousands of dollars per year.
3 — Sell your dream
Unless you are in a position to engage in wage warfare by constantly trying to outbid your competitors, your best plan of action is to sell your company’s values and bigger mission. Paint your company’s dream every time you contact a potential candidate, and hope the right fish bite.
Office perks like free food and drinks, on-site gyms, and childcare are great, but not feasible for many growing companies. Instead of attracting staff with fancy flair and dollar signs, you should dazzle them with the potential benefits they could gain for their future career.
According to a recent study by Gallup, the most important influencer for Millennials to move to a new job, is the opportunity to learn and grow. Millennials are career driven, and aware that a job is no longer for life. So offer them the chance to challenge themselves, learn new skills, take on new responsibilities, and act on their own ideas. When they realize that they can do all these things with you, they might decide to stick around longer than just for a little while.
4 — Bonus tip: Make it easy for your team to help out in sourcing candidates
Advances in technology and the global workforce have signed the death warrant for ‘post and pray’ and other old school HR hiring techniques. The young generations are ambitious and mobile, but it takes hard work to make your company shine, and attract the best stars to spend a few years of their career working on your project. So instead of pumping cash into your bids, harness the collective power of the team you have and get creative. Not sure how to structure your team to get their best input? Get a system like Recruitee where you can give each team member a hiring role and set up a required skill set for each job opening. Then your team will know what and who they need to keep an eye out for. Because if you don’t hire the best talent in your niche, then your competitors are sure to.
Originally published at Recruitee.com on February 8, 2017.