Download Our eGuide: How to Attract Top Talent
Download this guide to learn five strategies to attract top talent and improve your hiring process.
Employers who actively network to hire new team members have a significant advantage. If you aren’t currently networking as an employer, doing so will widen your pool of candidates and help you compete in the marketplace for employees. If you aren’t familiar with how to network to hire, we have some steps you can take to approach it strategically. Like those looking for a new job, networking can be just as useful for securing talent.
The U.S. Bureau of Labor and Statistics reports that 85 percent of jobs are filled by networking.
For many of us, networking can be daunting. But it’s a vital component to having a successful career. Networking is the process or act of exchanging information with others for a purely professional reason. If done well, networking is mutually beneficial to employers and employees. It allows us to strengthen relationships, improve our reputation, gain new perspectives, and broaden our knowledge.
Using networking as a recruiting tool can be just as useful. According to Glassdoor, on average, a job can attract as many as 250 resumes. Whether that’s the case today or not, sifting through even half that many applications can take valuable time. And it’s tough to know without speaking to those candidates which would be the best employee for your role. A better solution is networking to hire.
Networking is a long-term hiring strategy. Those who may not be actively looking for a role, but are qualified, may be open to a discussion later on. Networking also acts as a filter for candidates, ensuring those you get in the door are the right ones. And it makes it easier to attract applicants when the market is especially competitive — like it is now.
More specifically, networking as an employer provides you with access to:
Networking should be approached strategically, like any hiring strategy. To start, treat your prospective employees like customers. Most recruiters nowadays will tell you that recruitment is becoming more like marketing. Candidates need to be aware, interested, and considering your company and role before they apply or accept a job offer. Some steps to get you started are below.
If you find networking too time-consuming or costly, the easiest way to incorporate it into your hiring process is to reach out to your existing employees. Notify employees of open positions regularly and encourage them to share the roles on social media — offer an incentive if you have to.
Many organizations will provide a bonus to employees who have recruited a new team member after that team member is hired and has been at the company for a specific period of time. The best candidate could be your current employee’s neighbor, spouse, friend, or family member.
There will be people you network with who you don’t hire. But that doesn’t mean you won’t later on. Retain a list of potential candidates like a virtual bench for future roles. Having three to five names you can immediately reach out to when a position becomes available builds better connections and gives you a leg up on recruiting.
There are many approaches to improve hiring that employers can use outside of networking. To learn more about how you can find and hire qualified candidates, download our guide. We’ll share four additional strategies you can implement today to attract top talent.