February 2017

IN THIS ISSUE

Five Tips to Network for Top Talent
Eliminate Hiring Delays
Create Heroic Partnerships
How to Address the Fears of Fast Hiring

Five Tips to Network for Top Talent

Word of mouth is a powerful way to find great talent and fill open positions. It's also often overlooked. Why? Because people forget to ask for this help. Plus, they don't realize the potency of this stream of talent.

Just how potent are referrals? In reviewing the hiring practices of 70 companies last year, there was a pattern. Those whose employees at all levels of the organization networked for referrals filled their jobs four times faster than those that did not.

How can you and your company become more proficient and consistent at networking for candidate referrals? Here are five tips.

Tip #1: Don't be afraid to ask for help.
If there's a "magic bullet" for effective networking and getting quality referrals, it's this: just ask for help.

Simply telling someone that you need help-even saying the word itself-creates an important dynamic. It's human nature for us to help one another. When you use the word "help," you're reminding the person you're asking of your shared humanity. This simple approach often paves the way for people to be generous in pointing you in the right direction.

Tip #2: Realize a little goes a long way.
Investing a few minutes each day in referral recon pays off in dividends. And it's easy; it doesn't even feel like work.

When a vendor stops by, ask for their help with referrals; at the local office supply store or that restaurant where you're having lunch, network with the employees you meet; a phone call to a friend could turn into two or three candidate referrals. Small, quick inquiries such as these can turn into big wins when you find a great person to hire.

Tip #3: Get specific with qualities you're looking for.
Don't just ask your contacts for referrals to people who are looking for a job. Ask for referrals to the specific type of person you want to hire.

For example, if you're looking for a store manager, you might say, "Who do you know that is good at managing a retail store? I'm looking especially for someone who listens more than they speak." This precision helps the person you're asking thoroughly "search" their mental Rolodex for the right person amongst the hundreds of people they know.

Tip #4: Don't forget to ask your "obvious" networks for referrals.
How often do you ask current employees for their help with candidate referrals? What about their family members, or the previous employees who left your organization on good terms? Have you asked your own family and friends to put you in touch with referrals they know?

It's easy to overlook the obvious resources for strong referrals. This oversight comes at a cost. We're likely missing out on the insight of the very people who are most likely to want to help us."

Tip #5: Remember the most important "rule" to attracting great talent.
The best attractor of top talent isn't high salary or fancy titles; it's being a great place to work. Make sure your organization has a positive and engaging environment and you'll develop a reputation as an enjoyable place to work. Then when you network and request referrals, the people you ask will go out of their way to refer their friends and colleagues to you.

Reaching out to the people you meet-as well as those you already know-can connect you with impressive talent. Make referral generation a regular part of your tasks, whether you're the CEO or in a staff-level role. Before you know it, you'll realize that good people are easier to find.

Eliminate Hiring Delays

If you're ready to eliminate hiring delays, then my forthcoming book is for you.

Please pre-order your copy today. Ordering now helps me get my book launch off to a strong start.

Placing your order now also ensures you'll get your copy on or before April 7th, the scheduled release date by my publisher, McGraw-Hill.

Order now

PODCAST

Create Heroic Partnerships

What are Heroic Partnerships? They're highly effective relationships between organizations and staffing providers. These partnerships are based upon mutuality: A belief that, for the relationship to succeed, each party must get its needs met. The organization gets the talent it needs when it's needed. The staffing provider is equitably compensated for the value it provides. Both meet expectations that make the partnership work.

Joining me in this podcast to discuss how to form these Heroic Partnerships is Kelly McCreight, President of Hamilton-Ryker.

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VIDEO

How to Address the Fears of Fast Hiring

Jobs can and should be filled quickly. An empty job is like an open wound. It's a painful distraction that undermines serving your customers and reaching your goals. Open jobs also increase your anxiety, making daily work harder for everyone. Especially the manager who has to delegate or handle the extra workload.

However, a faster hiring process can seem risky. Especially if you’re the manager who has to delegate or handle the extra workload.

How can you overcome these fears? You can dissolve them. In this video, I show you how.

Watch now

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