Editor’s Note: Humetrics CEO Mel Kleiman has been helping employers standardize and systemize the way they recruit, select, and retain frontline hourly employees/managers for over 30 years. He knows what works — and what doesn’t. This is the first of his “Recruiting Myths.”
By Mel Kleiman
While job boards and your website make it quick and easy for the employer and the applicant alike, they are by far less effective than the top three, proven sources of great employees — no matter what your industry is.
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- The number one source of proven talent is all the great people who used to work for you. When employees leave you to work elsewhere, they often discover the grass isn’t greener after all. In fact, research shows that 20 to 25 percent of employees have gone back to work for a company they once left. Imagine if 20 percent of all the good people who ever left came back to work for you. You’d have instantaneously productive people who require little or no training. All you have to do is ask.
- The second-best source of new talent is every new person you hire. All you have to do is ask them if they’ve worked with anyone who might be interested in working on your team. Do this even if you’re not looking to hire anyone at the moment. Build your recruiting data base now for the day you do have a need.
- The third best source is all your present employees. Research shows that employee-referred candidates are three times more likely to be a good match for the job. This is because you employees give these candidates much more detailed information about the job requirements and working conditions than you would. As a result, candidates only proceed with the selection process if they think it’s a good match. And, because they are such a good fit, referral candidates are also much less likely to quit or be fired within the first few months.
This was originally published on Mel Kleiman’s Humetrics blog