Lesson number one, if you are trying to achieve growth and excellent performance, stop recruiting average performers. In Jim Collins’ book Good to Great, he describes the process of hiring as getting the right people ‘on the bus,’ the wrong people ‘off the bus,’ and ‘everybody in the right seats.’
Great advice, but A-players (the top 10% in the workplace) will ALWAYS have choice. How do you create a culture that top performers want to be a part of?
Think about the most desirable companies out there, Zappos.com, Apple and Google, just to name a few. They have done an extraordinary job branding themselves as top employers in order to recruit top talent to their organizations. The top performers they on-board exponentially grow their organizations, making them two of the most remarkably profitable and well-known companies in the world.
Recruiting A-Players Top Tips
1) Know who you are and over-communicate it to the world
It is important to take the environment and culture you live in everyday and put it all out there for everyone to see. Create your career page to offer candidates to learn more about you and have the opportunity to have all of their initial questions answered. Ensure your vision and values are readily available. At I Love Rewards we created a list of why employees enjoy working at the company. With the birth of social media, a video is always encouraged to provide further information on the growth and success of your company. According to the “Class of 2010” study, 48.9% of respondents said they will apply directly to a company they are interested in without seeing an advertised position. Your online brand is crucial in recruiting top talent.
Transparency is essential when it comes to recruiting because it polarizes candidates. Candidate polarization helps the success of your recruitment efforts, because it ensures that people come to you already passionate about who you are before even going through the interview process. You are weeding out candidates off the bat who won’t fit into your organization’s culture by putting it all out there and allowing them to self-select. Take culture like a bell curve and imagine you are right in the middle. Apple doesn’t appeal to the masses; in fact they only represent 10% of overall market share. Focus on the outliers of the bell curve. If you are attracting everyone, then you’re not focused; therefore you’re attracting no one. It is impossible to appeal to everyone. Know who you are and attract those like-minded people who share your same vision, values and culture. Don’t worry about offending people; you will be offending the wrong people.
Former Apple Inc. Evangelist says, “all the education and work experience in the world doesn’t’ matter if the candidate doesn’t “get it” and love it.”
2) Tap into employee referrals
A-players know A-players! According to Malcom Gladwell, 56% of A-players found their jobs through their employee network. A-players will always hire better than themselves because they are self-aware and confident about where they stand in the organization. Empower your employees to help build your organization by introducing you to their networks and including them in the recruiting process. This is a sure way to build a great team.
It’s evident from above that building a culture is integral to the sustained growth and engagement of A-players. If you don’t have one, you’re already behind the curve. Start building one today that showcases your organization, one that A-players desire to be a part of.
Wednesday, we examine re-evaluating conventional interviewing methods and putting the right people in the right seats. Has anyone out there seen recruiting methods that work to recruit the crème de la crème?