Not long ago, I wrote about the return of competition to the job offer process by relaying a story of someone I was working with, a C level professional who received multiple quality offers from substantial firms, one of whom extended an offer within 10 days of initial contact.
In that article, I encouraged you to have every participant in the hiring process “sell” a candidate on joining your firm.
Now I want to point out something that if you haven’t already experienced it, I assure you that you will– your current staff may be on the job market looking for work. What are your leaders, both executive and departmental, and your HR professionals doing to insure that your best performers are not poached or aren’t heading out the door to your firm’s competitors?
And in this time in history, what are you doing to insure that your firm’s reputation as a place to work isn’t being slammed by a disgruntled person? Remember, one disgruntled worker can keep ten exceptional talents from joining your firm by creating doubt.
In some companies you can’t even get your phone call transferred to a secretary in a department without having a specific individual’s name to mention.
The problem isn’t poaching or keeping the recruiters from contacting your staff. You can make it a little harder with one rule or another. The fact is that there is always a way for your people to contact recruiters or other firms.
After all, people who are successful at other firms can always call your people and try to hire them away. Recruiters can find your staff on LinkedIn, Facebook, Xing, social networks, Google, the newspapers, Hoovers, ZoomInfo and a host of other sites and services.
Your firm’s best advocates for joining your firm are your existing staff and leadership.
Putting these people in a position where they are blogging or posting remarks on Facebook corporate fan pages, tweeting about the good things going on at your firm . . . the list is endless for how people who are successful with your firm and promote your firm as a place to work.
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