Several years ago, a firm hired me to directly source talent from its competitor even though the owner had a gentlemen’s agreement in place with the CEO whose company he was about to raid. Mind you, this was before these agreements were deemed illegal.
The owner hired me as his secret weapon rationalizing that his company wasn’t doing the poaching, and therefore, he wasn’t breaking his agreement. In the end, he got the talent he needed.
Some say that nice guys finish last. When it comes to finding talent, however, nice guys do not even cross the finish line. They spin their wheels in the mud while assertive hiring managers zoom away with carloads of talent. Which driver would you rather be?
Here are four things you need to know about poaching talent and safeguarding your own.
1. You are either in or out of the race.
General Electric (GE) recently pulled up stakes and relocated its corporate headquarters from Connecticut to Boston. I warned my clients that GE wasn’t coming to Boston for the view. They were coming for the talent.
For years, GE relied on a tried-and-true playbook for hiring: sit back and let the resumes roll in. (Sound familiar?) The company recently changed their hiring strategy.
With a top recruiting executive poached from the tech industry leading the way, GE is now pursuing job candidates using some of the same digital marketing tactics that an online retailer might use to sell you the latest in fashion.
2. You are not in the hiring business. You are in the relationship business.
Technology can facilitate the process, but what is the personal impression you make on candidates who may be looking for a new home? Do these people feel a unique connection to you and your company? If not, then consider a different approach.
Social platforms like LinkedIn and Facebook make it easier than ever to make a connection. LinkedIn sports a feature which allows members to signal recruiters they are open to conversations about new job opportunities.
Do not discount those who have not checked this box; they may be open to speaking with you.
The best way to connect with people is through your network. Make a list of people you are interested in pursuing. Then check social media networks for any common connections. If you do have a mutual connection, ask yours to make an introduction.
3. Don't ignore a poaching possibility laid out for the taking thanks to social media.
After attending high school or college reunions, people often reflect on their work choices. They meet colleagues who appear to be doing far better than they are. They promise themselves to be in a better situation by the next reunion.
Watch your Facebook page and posts related to reunions of any kind. When you see an announcement like this from a prized candidates, pounce!
Of course, the same thoughts might be going through the minds of your own people, who are attending such events. Consider scheduling a meeting with these team members beforehand, to discuss what’s on deck in terms of their next move inside your organization.
This step may very well prevent your employees from considering other options upon returning from their own reunions.
4. Be assertive.
Go after the talent and vow not to come home until you have what you came for. Chances are you won’t grab all the talent you need on your first try.
The same holds true in terms of employee retention and preventing others from poaching your talent. It’s going to take more than one team meeting to ensure employees are fully engaged.
When it comes to snagging talent these days, hope is no longer a strategy. You’ve got to establish a plan of action and work your plan daily. Otherwise, you may look around one day and find you’re the only employee left in the organization.
