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Why employees are your biggest recruitment asset

 

When candidates are looking at your company as a potential employer, it is your own employees that act as the biggest advertisement of what it is like to work at your organisation. Their level of engagement; their excitement about their role; or their active promotion of the firm through their networks will all act as indicators of your organisational culture.

 

Happy, engaged employees will almost certainly say so, while the reverse – those who are disengaged or actively seeking to escape – will also likely make their opinions evident.

 

This is also true of former employees. An organisation that is focused on a positive corporate culture, who rewards good performance, and who focuses on professional development, is likely to be positively talked about by those who are no longer with your firm. By contrast, one that shows limited interest in staff turnover and development is more likely to receive scant positive feedback from former employees.

 

There will always be some employees with an axe to grind, of course, however unfair this might be on your organisation. However, it is important to be honest with yourself when considering the overall impression your workforce presents to the outside world and to consider where actual changes might legitimately need to be made.

 

When seeking out new talent, don’t forget to tap your employees’ own networks of potential candidates. This is especially true in small, specialist areas, where the talent pool is likely to be small and qualified candidates are likely to be difficult to track down. It is also true from the perspective that current employees should have an in-depth, insider understanding of what is required of a particular role, making their candidate recommendations potentially better targeted to the needs of the organisation.

 

An astute business can actively encourage this kind of focused recommendation through a referral scheme that rewards employees who bring successful candidates to your attention. This helps ensure a strong talent-pool – after all, with an incentive to gain, an employee is hardly likely to recommend someone whose skills they don’t truly believe in.
 
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