Finding great, new talent for your company can be a real challenge. Chances are that any post to a job board is going to get you a raft of submissions, many of which are sub-par. Your dream candidate might be in the raft of submissions, but lost in a sea of candidates you shouldn’t even bother with. You could use a headhunter to find you the right person, but we know how much that costs. What about when you know exactly who you want? How do you start the conversation with the person to a) figure out if they are looking and b) get them interested in you (even if they aren’t looking). According to Forbes, it’s all about a soft sell and personal contact: How Leaders Hire Top Tech Talent.
How do learning, communication, and connection apply to soft-sell recruiting?
Learning, communication, and connection are crucial in soft-sell recruiting because they form the foundation of a strategic approach to attracting top talent. The Forbes article details this approach, focusing on how leaders can discreetly identify and engage stellar individuals from other companies. This involves learning about a prospect's interests and needs through social media (Twitter, LinkedIn, Facebook), initiating careful communication, and building a slow connection strategy, much like dating, to gauge their interest and eventually secure a meeting. Understanding what motivates a potential candidate, such as a desire for work-from-home flexibility or a passion for specific technology, allows for a tailored and tempting offer, while respecting the risks involved for the prospect.
It goes without saying that your prospect is taking a big risk here. At lots of companies just the mere hint that someone is looking around makes waves and causes trouble. So, be careful about how and when you reach out to them. With any luck you might be able to lure this new, crack employee over to you. And it’s a long game. You might not be able to lure them away now, but if they are interested but just not the right time for a move, you might be able to win them over another day.
What is the flip side of soft-sell recruiting for retaining talent?
The flip side of soft-sell recruiting for retaining talent is recognizing the need to actively engage and value your current top employees to prevent them from being poached. This means ensuring you are listening to them, understanding what makes them happy and what they want from their careers, and fostering their connection to the company. The same principles used to attract external talent—knowing what makes them tick—are essential for keeping your internal talent happy, engaged, and secure, effectively preventing them from being lured away by competitors.
It’s your move—or theirs.
