Scout your Own Employees
Here are five suggestions on how you can regularly recruit your own employees:
- Develop a pipeline. Who are your top performers? Do you know their skills and career interests? Do you have internal positions that may be a good fit for them? Let these employees know they’re in your pipeline and prepare them for advancement.
- Do an internal career fair. If your company is big enough, an internal career fair will resemble an actual career fair, with booths and representatives from different departments. In a smaller company, it can be a meeting about currently open positions with a representative or hiring manager assigned to present to a group of invited and self-selected attendees. You’ll learn who is motivated by the prospect of internal career advancement and have a chance to interact with them.
- Recognize achievement. This sounds pretty standard, but it’s important and often overlooked. Are your employees doing work that deserves praise? Are they consistently pushing out great work or helping team members? If so, you should notice them, acknowledge them, and make sure executives know as well. Have management send emails, cards, gift baskets, gifts to spouses or family, or make personal visits to the employees’ workspaces. Ninety-three percent of recruiters keep tabs on potential candidates through social media; recruiters are going to notice your employees’ accomplishments and make similar gestures. You’d better do it first.
- Know the pain points. You must understand the frustrations and roadblocks that prevent your employees from excelling in personal goals and being innovative. Be in constant communication and resolve issues when they arise so your top performers can progress as you intended when you brought them on.
- Regularly update your offer. Did you think your job offer was indefinite when it was accepted? Your best employees need to know they’re still as valuable now as they were when you were recruiting them. This will require you to reexamine these employees’ roles, salaries, and benefits. Go to employees with upgraded offers paired with new responsibilities. Let them negotiate the terms and discuss their performance, then get them excited to be “re-hired” (a term coined by Dr. John Sullivan). Stay ahead of the competition.
Source: https://www.bamboohr.com