"Good People Know Good People"

That’s why they make sure to tap current employee base to help find additional great talent

“When we have openings, we go to our team members first and ask if they know of people who would be interested in working for us. It’s not a referral program, it’s a way to connect and acknowledge the talent we currently have,”.

“If people enjoy their work and their work environment, they’ll recommend people they know.”

Using current employees to find new talent is one way to have more successful recruiting and hiring.

1. Uncover What Great Talent Really Looks Like

it’s worth considering a talent strategy to bring clarity to your hiring process. “Have a talent strategy to know what you want and expect from every role in your company, from your executives on down,”

Creating a comprehensive picture of what you want and expect from all your team members may seem daunting, but it will help you hire people who are a true fit for the company culture and for the position itself. “You’ll move away from ‘plugging holes,’ and instead, you’ll be finding great people who will make the company perform, thrive, and succeed,”.

Going through the exercise internally gives people a chance to capture what an ideal candidate really looks like: their attributes, values, things they care about, and other notable psychographics.

“This helps to define: what kind of skillset does this person have? What kind of experiences do they have? What is their persona like? Do they handle complex problems and lots of decision making with grace and ease, or do they struggle when faced with lots of decisions and complex challenges?”

2. Get Your Employees More Involved During Hiring

Another strategy that is successful for Kinesis: getting current employees highly involved in the entire recruiting and hiring journey.

“We always want to involve the employees who are going to be working with the person they're hiring very early on in our hiring process,”. “spend more time up-front to get the right people, and involve many of our employees in the process,”.

3. Don’t Rush Any Decisions

The best hiring decisions are those that are not rushed.

Candidates can look great on paper or have the skills necessary for the position, but not have characteristics that align “

4. Think ‘Quality Over Quantity’

“The traditional methods of job boards, recruiters, or job postings are not as effective because you’re competing against so many other companies for a limited group of people,”.

“It’s a shotgun approach that yields many resumes, but little talent. These approaches appear to get results because you have a volume of people to consider and choose from, however, quantity doesn’t equate to quality. Ever.”