If your company has 800 employees, your company has 800 recruiters.
If this sounds like a multi-level marketing system, rest assured: it’s not about expecting employees to actively seek out talent, it’s about recognizing that the key to hiring the best candidates in 2022 is an empowered workforce.
Talent acquisition teams lead and drive the recruiting strategy, but they are also involved in every step of the hiring process: proactive search, advertising on job boards, partnering with hiring managers, and more. This is all good and necessary, but it’s only a piece of the recruiting pie. In today’s competitive hiring market, it takes more to recruit top talent.
Employees know a company’s culture, values, and mission better than anyone, making them your best resource for hiring strong candidates. Simply put, your employees are the biggest differentiator in achieving your recruitment goals. As Vice President of Talent Acquisition at Click up, I am passionate about empowering employees to engage in the hiring process. I’ve found that activating employees to help build a healthy team comes down to three best practices.
Offer a referral bonus
A financial incentive is an obvious (but often overlooked) way to encourage employee participation in the hiring process. Referral bonuses encourage employees to take the time to play matchmaker in a sense, connecting people in their network to their company’s recruiting team. If a candidate referred by an employee is offered a job and accepts it, the employee is rewarded financially.
In my experience, employees are more likely to take the time to tap into their network and recommend candidates who they believe will improve the company culture if there is a specific reward for them. More than that, referred candidates are already vetted by current employees, whether personally or professionally.
Referral bonuses are worth the investment and are integral to expanding your team with new hires who reflect your core values and mission.
Equip employees for interview panels
Employee involvement doesn’t have to stop at a referral bonus. When employees feel they own the team building, they are more engaged throughout the hiring process. By preparing employees to interview candidates, you give interviewees the best experience and you have the best chance of finding the best person for the job.
Before interviewing qualified candidates, it is important that hiring managers and interview panelists feel prepared on how to conduct successful interviews and align with what they are looking for beyond what is on paper. What type of work style should this person have? What kind of cultural input is most valuable to the team? What soft skills are most beneficial for this role?
This alignment allows employees to ask candidates more personalized questions to better understand their passions and strengths, not just their experiences and skills. Since candidates interview the company as much as the company interviews them, taking the time to ensure candidates feel confident to start conversations will make for great hires.
Focus on cultural ambassadors
Another way to democratize the recruitment process is to adopt the role of cultural ambassador. They are people who embody the spirit of the company and live the mission, values, etc. everyday at work. Whether it’s how they celebrate a company milestone on LinkedIn or how they tell a friend about the company they refer to the company, Cultural Ambassadors bring organization more than your careers page ever will.
When hiring, it is important to educate Cultural Ambassadors on the difference between “appropriate culture” and “added culture”. Creating and reinforcing a specific corporate culture is, of course, a necessity, but like any type of culture or subculture, it is constantly evolving.
The idea of “culture fit” involves finding talent that fits the current iteration of the culture, rather than the core mission on which the company was built. But promoting a team of cultural ambassadors starts with seeing all employees and candidates as “culture additions,” or people who will actively grow and develop the culture as the company grows and matures. developed.
At ClickUp, the wildly passionate candidate who embodies the mission of making the world more productive is more attractive than the perhaps more experienced but only a quarter as enthusiastic candidate. Why? Because this first candidate will serve as both culture ambassador and employee; they will be living examples of why your company is a great place to work and why others would want to work there.
Hiring to “add to culture” instead of “fit to culture” allows us to build a team with a diversity of thoughts, knowledge, experiences and mindsets that all work towards the same assignment.
It’s not hard to find talent in today’s job market; it’s hard to find top talent who don’t have an offer on the table yet. If you’re unsure how to infuse creativity into your hiring strategy, start by identifying what unites your people to better engage and equip employees to join your recruiting efforts. If everyone on your team is looking for talent, consider the effectiveness of your organization’s hiring strategy.