Do you know how to build a world-class team through recruitment?
Michelle Cole, COO and head recruiter of Envisage, has done a phenomenal job building a team that has propelled Envisage to be the leader in their industry. At this session of Level Up, she discussed:
- Why people join organizations
- Why money doesn’t matter as much as you think
- What to sell instead of salary
- How to create offers
- How to write a job ad to attract the right people and repel the wrong ones
- How to create a recruitment vision that people buy into
Below are notes from her presentation. You can view the slide deck here.
> Why People Will Join Organizations
- Is someone coming or going?
- People quit their bosses, not their jobs.
- Is someone overloaded? Micromanaged? Not seeing growth opportunities? Not happy with their coworkers? Spending too much time in meetings?
- Promote friendship in the workplace because it can increase your retention opportunity and help with referrals.
> Beware of the Common Denominator
- Is there a theme from every job a person has previously left?
> Understand Different Motivators
- If someone isn’t trying to leave their current job, you’ll actually have to work to recruit them. They’re often the best people to recruit.
- What motivates people? What motivates people who aren’t looking for a new job?
- Consider differences in people.
> Create Creative Offers
- Michelle has moved to Bloomington twice because of offers she received!
- Show people that you pay attention and care about them. You can include unique additions in offers to demonstrate it.
> Understand the Types of People You’re Trying to Recruit
- Personality assessments are important.
- Remember that recruiters are often very different from people they’re trying to recruit.
> Create the Right Job Description
- Consider how you’ll know if someone is doing a good job.
- Who would you not want in the role?
- Be open in regard to who you’re already thinking about hiring.
- If you’re trying to get rid of something in a role, you need to quantify it.
> Your Job is Sales if You’re Recruiting
- Consider a basic sales process – like the IMPACT process.
- Investigate – Who are you looking for? What do you want to bring to your company?
- Meet – Meet them. Help them get to know you. Build trust and show a sincere interest in them.
- Probe – Figure out what they want. Determine their motivators.
- Apply – How does your organization map to their desires?
- Convince – Show them how your organization maps to what they want. Figure out their objections so you can resolve them. Objections are the most valuable information you can have.
- Tie It Up – Make an offer. Follow up with them. Follow up on their concerns.
> Create the Right Job Ad
- Identify five people that would be awesome for your company and interview them.
- Draft an ad and run it past them.
- Consider using a platform to remove gender bias from your ads.
> Craft an Offer
- What do you offer that no one else does?
- What makes you interesting?
> Additional Notes
- It’s important for people considering a move to know that other opportunities exist if yours doesn’t work out.
- Discuss economic highlights of your city with recruits.
- When discussing salary (which isn’t a focus of her recruiting process), it’s important to acknowledge economic differences between cities.
- Trailing spouses are a great source of recruits.
- A fly in the ointment. If you’re recruiting someone that is married, assume that you’re also recruiting their spouse.
- What’s the usual timeline for recruitment and hiring?
- It varies depending on how meticulous you are in the process.
- For Envisage, it’s close to six months.
- Do you have go-to places for recruiting?
- Tech events, current employees, advertising in the paper
- Over half of their employees come from an internal referral.
- How do you get employees to refer people?
- Have a written policy for recruitment bonuses.
- She personally thanks people and gives them gift cards.
- When attending conferences, she wears a button that says she’s hiring.
- Not everyone is asked to take a personality assessment prior to being hired, but everyone eventually takes one.
- If someone declines your offer, do you continue to pursue them?
- It depends on the situation. If it makes sense, then yes.
- For startups, the types of people you’ll hire will most likely differ over time. You can look at the structure of larger companies as a guide.