Written by: Megan Valencia, SHRM-CP, Human Resources Director
Attracting the right talent is essential to maintain a competitive edge and growth. The dynamics of the job market have changed dramatically over the past few years. With the rise in technology and remote work, companies face increased competition for skilled professionals. To stay competitive, businesses must adopt innovative strategies that reach beyond Human Resources (HR), extending the responsibility of talent acquisition and recruitment to all staff members. At TPD, our employees are our most valuable asset, so when team members from various departments engage in this process, they help identify candidates who align with the company and department culture, values, and long-term vision.
What can be gained from embracing and implementing initiatives promoting company-wide talent acquisition and recruitment?
Improved Retention: Candidates that are referred by employees are known to have a higher retention rate. The greater the sense of belonging for the individual, the less likely turnover will occur.
Higher Quality Candidates: Employees help tremendously when it comes to identifying candidates with culturally aligned skills and work ethic.
More Efficient Hiring: If employees are consistently engaged in talent acquisition and recruitment, the vetting process may be somewhat shortened, thereby accelerating the screening and interview process.
Stronger Employer Branding: A unified effort enhances the company’s reputation as a top employer.
So, how can individuals contribute to recruitment? Try some of the following!
Refer Quality Candidates: Don’t forget to be selective – they may become your future coworkers! It’s icing on the cake if your employer offers a referral bonus. If you are unsure of your firm’s policies, ask your HR department.
Act as a Brand Ambassador: You are your firm’s best advocate! If you’re happy there, say so to anyone who will listen!
Be a Mentor: Beyond hiring, you can take on mentorship roles, helping less experienced staff members acclimate, develop skills, and integrate into the company culture. Look into joining your firm’s formal mentorship program, if applicable.
Providing Honest Feedback: When the opportunity arises, you can and should provide feedback (anonymous or non-anonymous) on what’s working and what’s not. This information helps your firm refine hiring strategies, policies and practices to attract and retain the best talent.
For talent acquisition and recruitment to become a company-wide initiative, leadership must set the tone. Managers and executives should consider the following:
• Clearly communicate that hiring is a shared responsibility.
• Recognize and provide positive reinforcement to employees who actively contribute to hiring efforts.
• Foster a culture of inclusivity and openness where potential hires feel welcomed.
Every employee plays a crucial role in recognizing and attracting top talent, shaping company culture, and ensuring long-term business success. By making recruitment a shared responsibility, businesses can build stronger teams, improve retention, and enhance overall company performance. The best hires often come from those who already know and love their firms.
