Taking a page from the jobseekers’ handbook

How networking can help companies meet recruitment needs

As the talent pipeline begins to dry up, organizations will need to be creative in order to recruit talented professionals. One way to do this is through networking, a tool traditionally reserved for jobseekers.

By establishing and maintaining a strong network with current employees, former colleagues and professional associations, organizations will be better positioned to achieve staffing and recruiting goals by having a wide range of contacts upon which to draw.

Internal networking

A large percentage of positions are filled as a result of personal and business referrals. So the logical place to begin when looking for new recruits is to scour current employees for referrals.

Before an organization even posts a job opening externally, it should look closely at its core staff. Filling a vacancy by promoting from within helps keep staff engaged. If outsiders are continually parachuted into the company in leadership roles, long-term employees may become detached and disinterested, convinced their hard work isn’t likely to lead them anywhere. If promoting from within is not possible, then companies may want to consider tapping their staff for referrals.

Motivated, talented professionals usually have extensive networks of contacts who are like them. After finalizing a job description, companies should share it with employees and encourage them to refer compatible professionals they know. In this way, employees become part of the hiring process by assisting in the pre-qualification process. In most cases, staff will only pass on names of candidates they are willing to vouch for as dependable and competent.

Another reason to enlist the aid of employees is they have a realistic understanding of the demands of the workplace. They’ll be able to rely on an intuitive sense of the kind of person who would probably be a good fit with the team. Whether it’s for promoting internally or sourcing candidates externally, the employee base can be an invaluable tool for networking with individuals and finding qualified candidates.

Former employees as a network

Similar to internal employees, former employees can also be an invaluable tool for finding talent. Employers may want to consider keeping former employees who left on good terms on their newsletter distribution lists or invite them to social events to stay in touch. As many employees develop strong relationships in the workplace, there is a good chance former employees will be open to these strategies and will actually appreciate the opportunity to stay in touch with their old employer.

By staying in contact with former employees, organizations gain access to a network of people who understand their corporate culture and have access to external networks beyond their own. For this reason, former employees can be an invaluable resource in recruitment because they understand the corporate culture and have contacts outside the organization.

Networking with professional associations

Another strategy for recruitment is to attend events organized by professional associations. Organizations should encourage staff to become active members in associations linked to their profession.

Beyond establishing and maintaining relationships, individuals should be encouraged to become involved in the regular activities of associations. By joining committees, employees can become more involved in raising their employer’s profile. They can achieve this by writing an article for the association’s newsletter or by delivering a presentation on new or emerging trends. The time spent communicating with professional associations and other networks ensures employees have ongoing contact with other motivated professionals. This will increase the chance the employer’s name comes up when others hear of a contact who might be a good fit.

Murray Bandura is Calgary-based division director of Robert Half Finance & Accounting, a recruitment firm with more than 330 locations throughout North America, Europe, Australia and New Zealand. For more information, call (800) 474-4253.

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