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Candidates want to know your leaders.
I’ll repeat that for everyone in the back: Candidates. Want. To. Know. Your. Leaders.
Almost a year ago, Nate Guggia and I did a series of job seeker interviews for our Employer Content Show. We asked over a hundred people what they want to know about companies before apply to or accepting a role.
Over 90% said some variation of wanting to know more about who they'll report to. And the leaders of the org.
Are they smart? (i.e. Do they know their sh*t?)
What’s their vision? (i.e. What am I going to help them do/build?)
What are they like to work with? (i.e. Let’s verify they’re not d-bags.)
👉Visible leaders are your best recruiters. Invisible leaders are a drag on hiring.
You have 2 options to get the right side of this:
1. Feature leaders in content. (Build a bigger pipeline.)
Podcasts. Video interviews. Thought leadership blogs. Social media participation (actually interact with people.)
We eat our own dog food on this one. Hirewell roughly doubled in size in the last year: 50 to 100 employees.
40% of the people who joined our team first heard from us via our social media presence.
Yes, these dumb videos Jeff Smith and I make actually work.
👉You can spam candidates and pray they apply. Or you can dedicate a couple hours a week to involve your leaders in a content plan. Then watch your pipeline explode.
2. Put leaders in step 1 of the interview process. (Convert the pipeline you have.)
No one can do a better job of getting candidates excited to join than the hiring managers. (Assuming they don’t suck. Sorry, gotta say it.)
If you wait until the end of the process, you’re begging for them to bail. Because your competitors aren’t. (The smart ones anyway).
You can follow me on LinkedIn here and Twitter here. Join the discussion on this LinkedIn post (or give it a 👍) here.
Invisible leadership is a huge hiring miss.