In Tuesday’s article, I began a discussion about what it takes to be great at recruiting.
I quoted an article in Forbes written by Meghan Biro entitled, “5 Recruiting Habits of Successful Leaders.” I found all of the precepts relevant, but there were 3 habits that really seemed to define what is needed to be successful in the area of recruiting. Habit 1 was discussed in the previous blog. Today’s article will present habits 2 and 3.
To refresh your memory of the concept, here is the first paragraph of Meghan’s article.
“The simple fact is that recruiting is often a company’s first impression, and a reflection of its culture and workforce brand personality. It’s a spectacular — and too underexploited — opportunity to wow, woo, seduce and excite talent. Top talent doesn’t want to work in Dullsville. They want to work in a company that understands, challenges, excites, surprises and delights them. They want to work hard, play hard, and feel appreciated. Recruiting should be where the courtship starts. Your organization doesn’t have to be a Zappos or Google — to attract “the right fit” and talent skill set you need to soar.”
Below are excerpts from the remaining two habits that are specific for recruiting:
Make The Necessary Leadership Changes
Your weaknesses should be pretty obvious when your inventory is finished. Whatever you decide, consider hiring outside talent to help you develop a holistic, integrated recruiting process. Of every choice, ask the following two questions:
Is this going to help us attract stellar talent?
Is it a true reflection of our company? Remember: Recruitment is a major branding opportunity.
Keep It Real
As I touched on above, your recruiting process must be a genuine reflection of your company’s leadership and workplace culture. Whether your organization is way zany, slightly playful, or downright dour, you want to attract talent that feels comfortable in your culture.
HR and Recruiting are an untapped gold mine for too many organizations. Work hard to make them a reflection of your mission and methods, appealing and user-friendly, and able to identify and communicate with the right talent. This is an exciting exercise in leadership excellence.
Without exceptions, those who follow the above advice not only recruit well, but they recruit the best talent.
Remember who your real recruiting competitors are. They aren’t other Real Estate companies, although they do matter. Your real competitors are other industries, also seeking the best talent in your community. And most of them understand the above principles.
Do you?
Editor’s Note: This article was written by Dr. David Mashburn. Dave is a Clinical and Consulting Psychologist, a Partner at Tidemark, Inc. and a regular contributor to WorkPuzzle.
