|Recruit the Right Blend of Talent by Peter Weddle
Victory in the War for Talent is generally defined as the recruitment of more "A" level performers than the competition. Organizations that employ the lion's share of such individuals have higher levels of productivity and innovation and greater sales and profits than do other organizations. Or, do they?
Red Shirt Relationships by Peter Weddle
The art of social recruiting involves the development of two kinds of candidate relationships. The first - blink relationships - establish trust and familiarity in the blink of an eye. They are the foundation for success in filling current openings. (They were discussed in an earlier column.) The second - red shirt relationships - build trust and familiarity more slowly. They are the key to establishing an effective pipeline of talent for an organization's future openings.
We typically source dozens and sometimes hundreds of prospects to fill a single job. Many of those who aren't selected for the position would be excellent candidates for later openings. For others, the timing or opportunity wasn't right, but at some point, it could conceivably be. Rather than sever these connections and waste the effort that was invested in creating them, a growing number of employers are now leveraging them into enduring relationships.
The term of art for this activity, of course, is the formation of a talent pipeline. There is, however, considerable misunderstanding about just what that phrase means. A pipeline is not a warmed over resume database. It is also not the archive of candidate communications in an applicant tracking system. A talent pipeline is a network of prequalified candidates who feel an affinity for a specific employer.
Such pipelines are notoriously hard to sustain. Estimates of candidate attrition from pipelines range from 25 to more than 50 percent annually. When that kind of seepage happens, what you have isn't a pipeline at all. It's a talent hose, and the workforce you're watering is your competitor's.
Why is pipeline attrition such a problem? Because the affinity candidates feel for an employer is insufficient or missing altogether. They don't know enough about the employer to be interested or they don't believe the employer will respect and support them or both.
Red shirt relationships are the single best way to overcome this lack of familiarity and trust. In sports, a red shirt player is one who is part of a team, but not yet actively participating with it in competition. In other words, they are talent in waiting.
Similarly, red shirt relationships encourage candidates to:
These relationships optimize the effectiveness of a talent pipeline. They draw candidates in by promoting viral marketing among those already in the pipeline, and they retain the allegiance of those candidates by providing a uniquely engaging experience. As a result, they give an employer a strong bench of talent, and that cuts both the cost and time to fill its openings.
The Best Practices of Red Shirt Relationship Building
The key to any relationship is good communication. In the case of red shirt relationships, this communication is achieved by messaging like a mentor. To build enduring familiarity and trust, you must be in contact with your pipeline regularly and in a way that signals your support for their success.
Regular communications must be frequent enough to ensure that candidates recognize your organization as a legitimate correspondent, but not so frequent as to be seen as spam. In today's overcrowded messaging environment, the optimum frequency seems to be biweekly. In addition, your communications should always arrive from the same address and always be laid out in the same format.
The content of these communications must acknowledge the different perspective of talent in red shirt relationships. Unlike active job seekers, they aren't searching for immediate employment, but are instead looking for ways to advance their career. While advancement may involve a job change at some point, it is more frequently the result of knowledge acquisition. For that reason, you should send three messages containing career-related information for every one message that describes a specific job opening.
What information are candidates most likely to consider helpful to their career advancement?
They want to know what it's like to work for your employer and what kind of people will be their peers. A career advancement opportunity is as much the result of the culture and values of an organization as it is about the job itself.
They want to learn as much as they can about their profession, craft or trade and the industry in which they work. Career advancement is possible only if they understand the true status of their field and the organizations for which they work.
Developing red shirt relationships - the foundation for an effective talent pipeline - is clearly not a trivial undertaking. It requires a considerable investment of time and effort and can't, therefore, simply be sandwiched into recruiters' already busy days. To be successful, begin with the end in mind. Ask yourself what resources you must commit in order to develop an enduring affinity with the talent that everybody else wants.
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But, here's the rub. In today's constantly changing global economy, talent quickly grows out of date. Superior can become mediocre in the blink of an eye. So, employers not only want to hire talent, they want that talent to prove they will stay that way. Employers are looking for people who are committed to refreshing their capacity for excellence all of the time.
So, what should you do?
Reframe yourself as a "person of talent" by behaving that way. Show employers that you recognize both the power and the fragility of talent.
How? By taking the following four steps:
First, give yourself a candid personal performance review. Have you been performing at your peak on-the-job or have you been coasting? Is your resume filled with accomplishments and achievements or does it describe someone who does enough to get by and no more?
Second, pinpoint the gaps. Determine which of your skills and areas of knowledge are in need of upgrading. If you believe you're at the state-of-the-art in your field, look for ancillary skills and knowledge that would enable you to use your core expertise in a greater range of work situations.
Third, go back to school right now. Even as you're looking for a job. Enroll in a training program or academic course and get to work on upgrading your talent. Yes, that's an onerous undertaking when you're in transition, but think of it as an investment, a down payment on your future.
Fourth, strut your stuff. You're a person of talent but it's up to you to make sure employers understand that. Add your ongoing development to your resume so employers see you as someone who respects their talent and accepts personal responsibility for continuously refreshing it.
Many of us now find ourselves shackled by discouragement in today's unforgiving job market. Employers don't seem to recognize or value our abilities, leaving us unsure of how to break out of our situation. Happily, however, there is a way to escape our predicament, and we don't have to rely on the government or the global economy to pull it off.
Regardless of our line of work, we can reset ourselves as persons of talent. We can shuck off our second class status by practicing perfection. We can claim our right to first class treatment by being the best we can be. Admittedly, that's easier said than done, but the prospects for success are real. Why? Because every one of us has the latent power and promise of excellence within us. All we have to do is bring it to work with us every single day.
Thanks for reading,
© Copyright 2011 WEDDLE's LLC. All Rights Reserved.
Peter is a recruiter, HR consultant and business CEO turned author and commentator. He has authored or edited over two dozen employment-related books, including his latest, Work Strong, Your Personal Career Fitness System. Peter's columns on recruitment and job search appear in the Wall Street Journal, The National Business Employment Weekly, CNN.com, and many others. For more information, please visit his website.