At one point in my career, I made a strategic decision to work with a particular executive, because of what I knew I would learn from him, specifically in three main areas of executive skill—budget and finance; how to work with a governing board; and one of the most important: hiring and staffing. Years later, I am still sharing what I learned from this individual, ESPECIALLY about finding and hiring the right people!
This post’s great advice comes from him: IT’S EVERYONE’S JOB TO HELP FIND GOOD PEOPLE FOR THE ORGANIZATION. This speaks to the importance of networking through current employees in order to find and hire the right people for your organization AND FOR YOUR TEAM.
More and more organizations are coming to this realization. It’s why “referral bonuses” are becoming more prevalent in organizations today. Higher-ups have learned the value of networking through their current employees to find new hires with greater potential to survive the probationary process.
How prevalent is networking in the hiring process today?
On average, 75% of all positions are filled by word of mouth!
So… if YOU want to find and hire better people for YOUR team… then you must use your professional networks as strategically as you can! Here’s how…
1. Get in the game! Don’t abrogate your hiring responsibilities to your HR department. Play as active a role as you can—carve out the time you need to make personal inquiries and conduct interviews with individual candidates.
2. Work your professional network. Get on the phone! Call your buddies in other organizations and find out if they know of any good people who might be available.
3. EXPAND your professional network. Join an association (or two) if you haven’t already. Think about friends and neighbors you know. Civic or church groups can also give you some useful connections.
HERE’S ANOTHER TIP: Get to know teachers and advisers in local community colleges and universities who are educating and training students in areas that are relevant to the work that you and your team do.
Up Close and Personal
I knew an instructor at a local community college who taught courses that were required for certification as a Medical Assistant. The majority of her students were preparing for careers in this role. She told me that local physicians knew her and were very aware of her role at the college. She revealed that doctors in the area were constantly asking her to recommend students who she felt would be good hires. In one case, she got a call from a doctor in the middle of the semester. He was so desperate to make an immediate hire, that he was willing to pay for ALL of the additional costs for the student, to enable them to start work immediately, but still finish their training over time—through night classes and eventual certification.
4. Network through your own team members. Ask them to think about who they know in the industry or who they know through former employers. Make networking inquiries part of their work assignments.
5. Don’t be afraid to steal good people from other organizations. Whenever I was networking with a colleague in another organization, I was never shy about asking them about their own situation. So one of my most often-used questions during the networking process was, “How happy are YOU right now?” You would be surprised how many people are ready for a change. Your next great employee just might be one of them!
Here’s an example…
Up Close and Personal
I had just been fired (again!) and so I was in “networking mode” to find my next job. I called a friend of mine who was a member of the professional association I participated in regularly. (BTW… I recommended this earlier in this post, and I will emphasize it AGAIN—there is tremendous personal value in ACTIVELY PARTICIPATING in a professional organization—to grow and develop your SKILLS and your CAREER; and to expand your professional network!)
When my buddy picked up the phone, he responded in a cheery greeting, “Hey Jim! What’s up, man! How are you doing?” I was blunt as a hammer: “I’m looking for a job! I was just fired!” His reply stunned me! Without hesitation, he said, “YOU LUCKY DOG!!” I was flabbergasted! I responded with confusion, “Why on earth would you say THAT??” Then he opened up, “We got a new CEO here six months ago, and he has RUINED the place! I can’t stand working here anymore—and I’m not alone in that feeling. But… I’m too chicken to resign! I’m afraid to make the leap and be unemployed!”
SO LET ME ASK YOU A QUESTION…
How do you think this person would respond to a phone call from someone looking for a person like them, to fill a position with their organization???
Here’s my point…
YOU CAN’T STEAL SOMEONE FROM ANOTHER ORGANIZATION IF THEY’RE NOT WILLING TO BE STOLEN!
Up Close and Even MORE Personal
I experienced this myself at one point in my career! I was on the phone doing some networking to help find a good candidate to take on a key departmental leadership role at the C level in my organization. (This person would be one of my peer-colleagues, if hired.) I called a friend of mine who was a key contact—a man who was also a prominent member of the professional association I belonged to. I asked him if he knew anyone who fit the bill for us.
AND THEN HE TURNED THE TABLES ON ME!
He said, “Dyke, we need YOU out here in MY organization! We’re starting to grow like a weed, and we need someone like you to help us handle our growth spurt with some real organizational know-how! You need to get here and give us a hand!” As it happened, I had just completed a 5-year commitment to the organization I was serving, and I was wrestling with the lack of advancement opportunities where I was. In spite of the success I brought to the organization, there was no place for me to go any higher there. I ended up taking his offer and joining my friend in his organization. It was there that I had the success and the experiences that equipped me for my future management consulting business.
What about YOU???
If you would like more help with hiring and staffing, give us a call! Part of the executive coaching we do includes helping executives do a better job of finding and hiring the right people for their teams. (It can mean the difference between success and failure!) In the meantime, stay tuned to this blog—I promise even more practical tools and tips to help you succeed as a leader!
Until next time… Yours for better leaders and better organizations,
Dr. Jim Dyke – “The Boss Doctor” ™ helping you to BE a better boss and to HAVE a better boss!
