Ask Andi: We scare employees when we hire talent from the outside. Especially at the upper level. Yet we have to do this in order to grow. We have a big hole to fill near the top of the organization. How do I get employees more comfortable with the upcoming changes?
Thoughts of the Day: Recruiting and hiring the best talent contributes to a company’s success. Recruit all the time. Show employees how growth is good for everyone. Help individual employees feel more secure by using individual growth plans. Turn employees into recruiters.
Hire talent and accelerate the pace of change
A new employee contributes an average of $150k in revenue. When it comes to talent development ask these questions:
- Does each employee have a written training and development plan?
- Do employees understand that growth is essential for the health of the firm?
- Is there a backup, or two, for every position, for every management slot?
- Map out organization chart. Does it show the company today, and how it plans to grow?
- Are skills and attributes in writing for every position?
- Which positions may need filling before an internal backup is ready?
The best managers and business owners are always recruiting, even if they don’t have an opening. They never know when their next top performer may be on the hunt for a new job; they get that it may be when they aren’t actively looking. A policy of interviewing all the time increases the chance of crossing paths with “A” level talent.
Tell employees to expect to see a steady flow of outsiders coming in for interviews. Explain that interviews bring to the table ideas, opportunities, and sometimes new contributors. Make it clear that since the company is growing, we will always need additional employees.
Recruiting is an art and a science
Keep in mind that motivated self-interest is where every individual starts. “What’s in it for me?” is a question that every employee asks. Make sure that each employee knows the answer – where they stand, and how they grow. Map out what each employee has to do to progress to the next level, and the level after that. Get each person focused on his or her personal development plan.
When openings come up, post the job opportunity. Even if internal candidates are not yet fully qualified, let them an interview. Treat the interviews as a way to educate interested employees on what is required to move up into that job.
Now educate employees about the advantages of working with top talent coming in from the outside:
- additional experience, beyond what the company already does well
- more exposure within the industry
- increased awareness of how to deal with the company’s competitors
- expanding client base seeking additional products or services
- increased efficiency and a growing bottom line
- greater job growth opportunity as the company grows in size
Make your organization attractive to talent
Talk through why bringing in someone who is more advanced will be good for the organization and for the individuals reporting to that new executive.
Involve a number of people in the interview process. Actively debate the pros and cons of top candidates. Is there general agreement that the outsider would be a good fit for the job opening and company culture?
Encourage employees to bring in leads to new candidates. People who are vetted by employees have a higher likelihood of fitting into the company’s culture. More eyes looking for talent all the time increases your company’s potential to find just the right person.
If you find a good candidate and you’re not ready to hire, put that person on a “top talent” list. Tell them you intend to circle back when you’re ready. Consider rewarding employees with a small bonus anytime one of their candidates is hired.
Looking for a good book? How to Hire A-Players; Finding the Top People for Your Team – Even if You Don’t Have a Recruiting Department, by Eric Herrenkohl.
