You probably already know that an important and extremely effective way is to generate recommendations from the personal network of existing employees.
Pat Ryan once said that every time he meets someone new he asks, “Who are the most talented people you know that I should hire?” If talent is not already recommended by everyone, give this tip a try!
As important as recommendations from outside your company, nothing is a better strategy than recommendations from your own employees. After all, who knows your corporate culture and the values it embodies better than them?
A. EMPLOYEE REFERRALS
Employer branding is the trend word of the hour. But there is actually only one thing behind the many flowery words and videos: satisfied employees recruit new employees. And be honest? If you would not warmly recommend your own advertised position to your best friend, why should your employees think otherwise? The basic requirement is therefore that you create a corporate culture that lets your employees do nothing but go out into the world and shout out loud: “I work in the best company in the world, come join us!”
Communicate that every employee will benefit from having great talent around them. Because in the end, everyone is in the same boat, right?
Guy Kawasaki, who was responsible for the marketing of the MacIntosh in the early days of the Apple Group, quoted a statement by Steve Jobs as follows in a sentence that has since been reproduced like a prayer wheel by almost every HR manager: “A-players hire A-players; B-players set C-players ”. One may consider this sentence to be correct or controversial, but there is certainly a grain of truth in the fact that it takes an A-player to be able to recognize another A-player.
So ask your best employees what outstanding talents they know and you will see: A-players know enough other A-players. Because they love to work by their side.
B. ACTIVE SOURCING
The other buzzword of the hour is active sourcing. This is primarily a synonym for the targeted search and approach in social media of talents who are not actively looking because they are not fundamentally dissatisfied with their current employer.
According to a study by LinkedIn Talent Trends, around 60% of users are generally willing to change, while only 12% are actively looking for a new job. In the so-called war for talent, the majority of IT talents are contacted daily by at least one recruiter or headhunter. As self-protection, many have therefore passed over to clearing their profiles on LinkedIn from keywords in order to keep the inexperienced recruiters at bay.
However, experienced IT recruiters always find a way to find the best IT talent. The experienced IT sourcer and recruiter Jiri Herodek shows in his lecture “Tools to legally find candidates who don’t want to be found” how you can find the best candidates on GitHub and Stack Overflow using Octohunt, Git Awards, and Data Stack Exchange. Developers move in their natural realms, so to speak, without being constantly courted by recruiters. Dozens of tools such as Talentwunder, AmazingHiring, and Pocket Recruiter can support you, but in the end, the work of choosing always remains with you.
Since there are so many recruiters on LinkedIn, it is also much easier to contact candidates by email and refer to their GitHub or Stack Overflow profile.
Other tools are used for talent pipeline automation. These can help you to draw the attention of talents to you and to slowly introduce them to you. This process can automatically extend over several weeks or even months. Candidates are suggested by you for example after events. They receive selected and personalized emails and are thus more and more enthusiastic about your company. If you finally address them actively, they will identify to a large extent with your company and are ready to be poached by you.
Certainly one task in choosing the right tools is to find the right one for you and your budget. Small and medium-sized businesses naturally find it difficult to handle 5-digit amounts for recruiting software and invest the time to implement the processes.
If you use all of these strategies, you won’t have to start searching when you have vacancies. You will already have a few candidates in mind that are eligible. And these candidates will all be A-players!
However, there is one thing you should take to heart: the more subject-specific a position and the less often it is filled, the more it makes sense to seek professional help.
You probably already know that an important and extremely effective way is to generate recommendations from the personal environment of existing employees.
Pat Ryan once said that every time he meets someone new he asks, “Who are the most talented people you know that I should hire?” If talent is not recommended by everyone, give this tip a try but once off!
As important as recommendations from outside your company can be, nothing is a better strategy than recommendations from your own employees. After all, who knows your corporate culture and the values it embodies better than it?
A. EMPLOYEE REFERRALS
Employer branding is the trend word of the hour. But there is actually only one thing behind the many flowery words and videos: satisfied employees recruit new employees. And be honest? If you would not warmly recommend your own advertised position to your best friend, why should your employees think otherwise? The basic requirement is therefore that you create a corporate culture that lets your employees do nothing but go out into the world and shout out loud: “I work in the best company in the world, come join us!”
Communicate that every employee will benefit from having great talent around them. Because in the end everyone is in the same boat, right?
Guy Kawasaki , who was responsible for the marketing of the MacIntosh in the early days of the Apple Group, quoted a statement by Steve Jobs as follows in a sentence that has since been reproduced like a prayer wheel by almost every HR manager : “A-players hire A-players; B-players set C-players ” . One may consider this sentence to be correct or controversial, but there is certainly a grain of truth in the fact that it takes an A-player to be able to recognize another A-player.
So ask your best employees what outstanding talents they know and you will see: A-players know enough other A-players. Because they love to work by their side.
B. ACTIVE SOURCING
The other buzzword of the hour is active sourcing. This is primarily a synonym for the targeted search and approach in social media of talents who are not actively looking because they are fundamentally not dissatisfied with their current employer.
According to a study by LinkedIn Talent Trends, around 60% of users are generally willing to change, while only 12% are actively looking for a new job. In the so-called war for talent, the majority of IT talents are contacted daily by at least one recruiter or headhunter. As a self-protection, many have therefore passed over to clearing their profiles on LinkedIn from keywords in order to keep the inexperienced recruiters at bay.
However, experienced IT recruiters always find a way to find the best IT talent. The experienced IT sourcer and recruiter Jiri Herodek shows in his lecture “Tools to legally find candidates who don’t want to be found” how you can find the best candidates on GitHub and Stack Overflow using Octohunt , Git Awards and Data Stack Exchange can find . There developers move in their natural realms, so to speak, without being constantly courted by recruiters. Dozens of tools such as Talentwunder, AmazingHiring and Pocket Recruiter can support you, but in the end the work of choosing always remains with you.
Since there are so many recruiters on LinkedIn, it is also much easier to write to candidates by email and refer to their GitHub or Stack Overflow profile.
Other tools are used for talent pipeline automation. These can help you to draw the attention of talents to you and to slowly introduce them to you. This process can automatically extend over several weeks or even months. Candidates are suggested by you for example events, receive selected and personalized emails and are thus more and more enthusiastic about your company. If you finally address them actively, they will identify to a large extent with your company and are ready to be poached by you.
Certainly one task in choosing the right tools is to find the right one for you and your budget. Small and medium-sized businesses naturally find it difficult to handle 5-digit amounts and invest the time to implement the processes.
If you use all of these strategies, you won’t have to start searching when you have vacancies. You will already have a few candidates in mind that are eligible. And these candidates will all be A-players!
However, there is one thing you should take to heart: the more subject-specific a position and the less often it is filled, the more it makes sense to seek professional help.
Passive candidates have several advantages
More motivation: Once you have been able to persuade passive candidates to switch, it is because of a challenge that they currently lack. They will do everything possible to prove to you and yourself that they are capable of it.
More impact: According to a LinkedIn study, passive candidates are 120% more likely to want to make a difference.