How to Use Your Best Hires to Hire the Best in 3 Easy Steps

By: Tiffany Dorsey

Author

I can’t tell you how many times I’ve kicked off an open position with a hiring manager and they start out with (insert Office Space voice here) “if you could just go ahead and clone my top performer, that would be great.” Recruiters are pretty darn magical, but unfortunately cloning is not typically in our repertoire.

Have you ever thought of how you can utilize your top performer as a part of the recruiting and hiring process? If not, you are definitely missing out on a great opportunity. Start with these three easy steps to recognize your Cultural Champions and incorporate them into your hiring process right away!

Step One: Who are Cultural Champions?

A Cultural Champion is someone who is the epitome to your employer brand. Champions don’t have to be limited to just leaders or top performers; rather they could be a person with an engaging personality to whom people naturally gravitate. They can be at any level within the organization and likely someone who always says “hello” and “good morning” even when they are having a bad day. Those are the people you want representing your employer brand. RewardGateway explores further ideas on this topic.

Step Two: Get them involved!

With the unemployment rate at an all-time low in the US, it is critical to roll out the red carpet for top candidates. What better way to represent your brand, than to have them meet with your Culture Champion on their first visit. Even though the interview may be more of a serious question/answer format, your Culture Champion could bring on the fun! Have your Cultural Champion greet your candidates at the front with a welcoming smile. Grab them coffee, show them around the office, get them comfortable and relaxed before introducing them to the hiring manager. Your Cultural Champion could also use this time to gain a glimpse into their “real” personality with a “first friend” mentality.

You could even go a step further and have them walk the candidate out after their interview is completed. Now that they feel more comfortable with the candidate, the Cultural Champion may be able to gain inside information. Have them ask a few final questions:

  1. Following your interview, are you more excited, less excited, or equally excited and why?
  2. Where else are you interviewing and how does this opportunity compare?

Recruiter Box offers more ideas on how to create a positive interview experience.

Step three: Reward and Recognize

Your Cultural Champions should be an exclusive group of top tier employees. They should be rewarded and recognized for their contributions to the culture and for their part in the hiring process. Recognition doesn’t just mean money. Glassdoor has a great article on the best ways to show non-monetary gratitude toward employees. These simple items go a long way when it comes to employee satisfaction and retention.

These three steps are easy enough for any company to start implementing right away. If you select the right individuals and reward them accordingly, your Cultural Champions will be guaranteed to step up to the plate and be amazing ambassadors for your employer brand!

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