As recruiting leaders, we’ve tapped every source for talent out there to help our businesses hire the best: from agencies to LinkedIn, catch-all job boards to niche talent marketplaces. We invest an average of 10% or more of our annual budgets on marketing to capture active candidates, and yet most (if not all) companies must still deploy a passive search strategy to boot. However, there is one stone left unturned and it’s a well-kept secret among the most data-driven Fortune 1000’s. What is this sacred talent goldmine, you ask? Your own employees!
Consider this scenario: one of your team members gets an email from a corporate recruiter a few blocks away. The recruiter has a practiced elevator pitch, says something that resonates about an exciting role with new challenges and more responsibility, and all of a sudden, your prized team member is surreptitiously meeting them for coffee on a Friday afternoon. It’s happening in cafes across America as we speak.
Perhaps we’ve all accepted turnover to be an unavoidable challenge as leaders of top talent; our superstars will inevitably get snatched up by our fiercest competitors. Yet instead, imagine if that email had come from a recruiter within the employee’s organization. We should take a cue from our competitors who are already sourcing from our employee population: we must source from this talent rich pool, as well, or lose top talent to them. Continue Reading ›