Today, there are more than 8.3 million people in the U.S. looking for a job, according to the Bureau of Labor Statistics. But a recent survey by Glassdoor highlights that 48 percent of hiring managers say they don’t come across “qualified” candidates for their open positions and the survey indicates there is an overall “talent shortage.”
It is common in today’s workplace for managers and leaders to be involved in, if not in charge of, finding top talent for their department or division. It is no longer the sole responsibility of the HR department to find elusive top talent, and it primarily is done through networking, which has evolved into a combination of diverse and varied practices.
Hiring managers and leaders need to understand the importance of networking to assist in their duty to find talent for their departments. By addressing common challenges with proven solutions, managers and leaders will more effectively find and land new talent to build their team.
1. Challenge: I get many requests for informational meetings. I’m too busy to take these meetings, and the people are often not the right fit for my department anyway.
Solution: Accept informational meetings and let the talent come to you! Many people wrongly assume that informational meetings only benefit the interviewee but are a waste of time for the interviewer. In fact, informational meetings are an ideal way to have the talent and their connections come to you. When individuals contact you, you should always accept these informational meetings. When you meet with them, be sure to take notes and keep track of the top candidates. Someone you met may be a “second-tier” candidate, but they may know a whole network of people—utilize their network to find the right person you eventually may ask to join your team.
2. Challenge: It is difficult to find time to meet people in person. Also, I’m not sure how to get to people outside my own network.
Solution: Social networking works make sure you utilize all aspects of LinkedIn. With LinkedIn having 277 million users, it is important for managers and leaders to be connected. You should be willing to accept LinkedIn invitations of possible candidates you don’t know. Build a network of people you know, and add people on the periphery.
Reach out and leverage your connections by asking for referrals. For example, tell your contacts, “We are looking to fill ABC position.” And see if they can help you find the right person. Also, it pays to investigate second- or third-tier connections—they may provide key personnel finds.
3. Challenge: I’m so busy at work that I don’t meet any possible new hires.
Solution: Attend industry events. Working within a company tends to be very insular—this is great for execution, but not so much for networking. It is vital that managers and leaders attend industry-specific conferences or go out for coffee with networks from LinkedIn—maybe three to four times per year. It is more probable that you may meet new talent for your team at an industry-specific event, but it is also limiting.
4. Challenge: I work for a technology company, and it often seems as if I run into the same type of people, if not the same people, at events, conferences, or educational seminars. Is there a way to find a new network of non-tech people, who can help expand my reach to find new talent that may come from a different industry?
Solution: Attend non-industry events. It is equally as important to network outside of one’s industry. You never know who they know! A top marketing executive may know of a software VP—a position you are looking to add to your team. Also, when you meet someone outside your field, you will learn more about a new field and will be able to utilize this knowledge within your company. This will breed “creative thinking” as people in like industries tend to think the same way. Talking to different-thinking people will elicit unique connections.
5. Challenge: Recruiters don’t know how to anticipate my hiring needs. I’m not sure how to use their services.
Solution: Keep recruiters in your tickler file. Stay in touch with a few key recruiters—and meet with them one to two times a year. Ask them what positions are difficult to fill; this way, the recruiter will provide you with insight on the industries and they will know what type of person you are looking for. So if you need to use the recruiter, they already know who you want.
In today’s ever-changing business environment with new responsibilities to find top talent, managers and leaders should take bold steps to implement the art of networking. By addressing common challenges and implementing proven solutions, the executive team can effectively tap top talent to connect with and recruit a robust and effective team.
Elaine Varelas is managing partner at Keystone Partners, a career management firm headquartered in Boston. She has more than 20 years of career development and HR experience and also serves on the board of directors for Career Partners International, a career management partnership.
