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For most companies, growth is not just a luxury: it is a necessity.
Think of the greatest basketball player of all time, Michael Jordan. His Air Jordan sneakers are timeless and still coveted by kids and adults alike nearly 40 years after their release. This iconic sneaker also catapulted Nike to become the biggest sneaker brand in the world. If you’ve seen the movie Air, you’ll know that Jordan wasn’t originally with Nike.
The deal came about thanks to the relentless talent search by Sonny Vaccaro, who was tenacious in his search and never stopped until MJ came on board. In business, we must think like Vaccaro, always looking for the best talent and ready to take advantage of opportunities.
Let’s dive into why everyone needs to be a recruiter and how you can supercharge your recruiting efforts. Below are five steps that can help you supercharge recruiting at your company.
1. Recruitment is everyone’s job
The recruiting process is critical to your organization’s success. From intern to executive, every person is an ambassador for your company’s brand. So how do you get buy-in from the entire team? The first step is to reframe the recruiting process as a core part of everyone’s role, not just HR’s job. Every employee should see themselves as both a brand ambassador and a recruiter.
Communicate the importance of recruiting as part of your role. Make it clear that the company’s success depends on attracting and retaining top talent. Share stories that illustrate how employee referrals often lead to the best hires, and highlight how competitors leverage their entire workforce to source talent.
Achieving this change starts with leadership. When leaders are actively involved in the recruiting process, they set a precedent for the rest of the team. They should be visible at industry events, on social media, and in professional networks. Their involvement will signal to the entire organization that recruiting is a priority. They should also encourage employees to attend industry events, webinars, and other networking opportunities. Give them the resources they need to effectively talk about the company’s culture and values.
2. Foster a culture that people love
Your employees’ attitude, work ethic, and overall experience determine how the world perceives your organization. Negativity and toxicity are contagious, spreading quickly through the ranks and repelling the people you’re trying to attract. However, a positive, engaged workforce has the opposite effect: it becomes a magnet for the best and brightest. That energy radiates outward when your people are full of passion and purpose. Potential recruits notice it and want to be a part of that winning culture. Create an environment where employees feel valued, respected, and empowered.
To foster this culture, start by recognizing and rewarding employee contributions. Public recognition can boost morale and reinforce positive behavior, whether in meetings, newsletters, or on social media. Implement regular feedback mechanisms to ensure employees feel heard and valued. Create opportunities for employees to grow within the organization through professional development programs, mentoring, and career progression plans. An engaged and motivated workforce will naturally attract top talent.
Related: Employers complain they can’t find qualified talent
3. Train your team to be star recruiters
What makes a good recruiter? Vision, persistence, and an eye for potential. Just as Vaccaro saw greatness in Jordan before anyone else, your employees must be trained to spot talent that aligns with your company’s values and goals. Encourage them to be proactive, to reach out to promising candidates, and to always be recruiting.
Teach your employees that perseverance is key and that the best candidates may not be the most traditional. In a competitive job market, the best candidates are often already employed and may need to be courted over time. Recognize that candidates who don’t have all the traditional qualifications may possess the drive, creativity, and cultural fit to succeed in your organization.
A commitment to training and development attracts top talent and turns your current employees into better recruiters. When employees see that the company is investing in their growth, they are more likely to stay and recommend the company to others. Offer training on effective recruiting techniques and the company’s specific needs. Provide resources and tools to help employees identify and engage potential candidates. Encourage ongoing professional development so your team remains skilled and well-informed about industry trends.
4. Offer incentives for recruitment.
Incentives can be a useful motivator to get all employees involved. Monetary bonuses are an obvious choice, but non-monetary incentives can be just as effective. Consider offering extra vacation days, public recognition, or professional development opportunities. Tailor incentives to what your employees value most. Make the referral process simple and transparent so employees know exactly how to participate and what benefits they will get.
To maximize the effectiveness of these incentives, make sure the referral process is simple and easy to use. Regularly communicate the status of referred candidates to the employees who referred them. This transparency and recognition will encourage more employees to participate and take ownership of the hiring process.
When you achieve successes, celebrate them. Recognize employees who successfully refer candidates through internal emails and mentions in team meetings. By celebrating these successes, you reinforce a recruiting culture and motivate others to participate in the process.
Related: 9 Ways to Recruit Top Talent for Your Startup
5. Focus on continuous improvement
Recruiting is an ongoing process that requires continuous improvement. Periodically reviewing and refining your recruiting strategies ensures they remain effective and aligned with your company’s goals. Staying up to date with industry trends and best practices is essential to keeping your recruiting process competitive and relevant, as is soliciting and implementing feedback from employees and new hires on the process.
Investing in recruiting technology can significantly streamline and improve your efforts. Applicant tracking systems, recruitment marketing platforms, and similar tools can help manage the recruiting process more efficiently and effectively. These technologies allow you to handle higher volumes of applications, automate repetitive tasks, and improve the overall candidate experience.
Continuous improvement of your recruitment process is not just about adopting new technologies and strategies, but also about fostering a culture of feedback and adaptation. Incentivize your team to continuously seek out and implement innovative practices and periodically evaluate the impact of these changes. By adopting a mindset of constant evolution, you ensure that your recruitment efforts remain dynamic, efficient, and effective in attracting top talent.
Improve your talent
Just as Nike’s success was driven by an excellent recruiting process, your company’s success will also be determined by the talent you attract. Make it clear that finding stellar candidates is a shared responsibility and tie it directly to the company’s overall growth and success. Incentivize employees to actively network, attend industry events, and build relationships that can lead to future hires. A good recruiting process is the tipping point for success or failure in the business game. So, lace up your sneakers and get ready to hit the court.
Your next star player is out there, and it’s up to each team member to find him.
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