Biggest Opportunity to Attract New Hires
File this under “stuff leaders don’t feel like doing but really should.”
1 minute read - 3 watch on LinkedIn here
Another ‘Hill I’ll Die On™️’. Leaders who take an active role in hiring have a decisive advantage over those who don't. You know, the ones who want their team or recruiters to ‘just take care of it.’
Nate Guggia and I surveyed and interviewed two populations (salespeople and marketers) for our What Candidates Want to Know series. The goal? To understand what job seekers want to know in the late stages of an interview process. Then move that to the top of the funnel with content. Job ads, recruiter messaging, podcasts, social posts, etc.
It'll attract more hires. Full stop.
One thing came up almost every single time: job seekers want to know who their manager is.
And by know I mean really understand their management philosophy. Their vision. Their personality. If/when they were an individual contributor. How much clout they have within the org. What goals they set and how they plan to achieve them. What expectations they’ll put on their team.
I can’t overstate how important this is at the end of the hiring process. In competitive situations (read: every hire right now), it’s make or break.
And at the beginning of the process, un-gating yourself will attract more talent.
No, I’m not saying you should become the next businessbro influencer. Some simple ideas for leaders to make a dent:
Talk 1:1 with your recruiters. Make sure they can articulate your vision as well as you can. If they can't, that's a problem. They’re the ones on the front lines; if they don’t know you, no one else will.
Put yourself in the jobs ads. Make it easy for people to research you.
Commit to a few pieces of evergreen content. Write a few blogs you’re passionate about. Does your company have a podcast? Do a guest appearance or two. Make sure to hit on what you look for in hiring and all the questions above. These things are searchable (point 2), but more importantly your recruiters can link these things in their messaging (point 1).
Start there. If you dig it, get more involved in LinkedIn and/or Twitter. Text is good, videos are better. Whatever you’re passionate about. And at whatever volume doesn’t feel like ‘work.’
Links to the full shows:
What Candidates Want to Know: Sales Edition
What Candidates Want to Know: Marketing Edition
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