Knowing How To Make Competitor’s Workers as a Recruiting Source

Buck Tradition & Hire Your Friends- Jordan Scheltgen, Managing Partner, Cave Social. Certainly, my greatest hires have been friends. Traditional wisdom tells you to keep away from friends, but it could not be further from the truth. In a small company setting, it’s crucial that employees get together and are committed to the identical vision.

This comes in the fact that they’ll be spending a ton of time together. By employing friends, you currently have an established level of trust and a feeling of what the person is great at.

Before you venture out to job boards, mine your social networking and you are going to be surprised with the quality of team members you may get to combine your business.

How To Make Competitor’s Workers as a Recruiting Source

Hire a Recruitment Firm to Do the Recruiting for You

Brian Weed, CEO, Avenica
Since the leader of a career matching company with 30 years’ industry experience, Brian knows the importance of utilizing recruiting firms, especially for small to mid-sized companies who do not have a full HR function or one whatsoever.

They can come across a cost-neutral alternative that doesn’t divert or take valuable resource away from their core business activities, thinking about that making a bad hire is expensive, time-consuming, and really can set as a company back as they try to recover from that (and then need to discover the appropriate hire).

Goal Your Competitor’s Workers as a Recruiting Source

Kathleen Steffey, CEO, Naviga Recruiting & Executive Search
One of the ways we find top gift is by identifying competition companies and other businesses within our sector.

After we have our targeted businesses, we then solicit top candidates with similar names and functions, and reach out to them on LinkedIn or by telephone. This strategy is excellent because the candidate will have previous industry knowledge and experience.

But since they’re passive candidates, the process requires a whole lot of time and deliberate work.

Add a’Hiring’ or’Careers’ Page to Your Site

David Batchelor, President & Co-founder,
Create a”Hiring” page on your company’s website in case gifted men and women come to check you out. Even if you don’t need someone in a particular role, it’s a good idea to maintain job postings on your website.

If a person is interested in looking your company and finding the job posting, then you understand they’re already one step ahead of the game in regards to becoming an A-player.

We attended Escape the City in London. This career festival helped us reach out to a global community of enthusiastic candidates who’d be an ideal fit for a startup surroundings and our friendly, motivated, and tightly-knit community of makers.

We hired two fantastic candidates with incredible success stories, one having an ex-lawyer and another a banker, and who became illustrations of our brand’s focus on bringing together intelligent, kind manufacturers.

Post Open Jobs on Craigslist

Karen Bender, HR Consultant, SHRM-SCP, CEBS Hausmann-Johnson Insurance, Inc..
I utilized Craigslist as one of my resources when Choosing an Office and HR Manager for a client of mine. Her abilities certainly matched what we were searching for and her character fit nicely with the culture. She started and has been working out wonderfully! Craigslist was quite affordable.

Create an Environment Where People May Want to Work

Crystal Huang, CEO, ProSky
Regardless of what method you are using to search for new workers, the best thing you can do is create an environment in which people will want to work. Your company culture should encourage development and growth as well as provide long-term opportunities in order to attract and keep top talent. With the ideal environment and promotion, your next best worker may even come looking for you!

I’d encourage them to utilize their free assets in their communities. Most counties and municipalities possess a Department of Labor (DOL) website that will help companies identify qualified candidates at no cost, in many cases. They will also help you put up mini job fairs to help in the recruitment process.

Think Like a Headhunter

Helen Garland, MD & Recruiter, Progress Personnel
Start thinking like a headhunter and build a network of connections in your industry that you would like to work for you personally possibly in the future; use LinkedIn and business events to network and keep in touch with people.

Consider how your company is perceived and be certain that you using LinkedIn to discuss your successes so when the time comes, you can approach those folks directly. If they are not looking to move, they may be able to recommend someone they know.

Look to Non-Profits Hunting Jobs to their Clientele

Katie Smith, HR Manager, NOW Damp Proof
I recruited a homeless man for my company that had been suggested to me with a charity company. He got a purpose and believed that he had been appreciated.

This individual was being aided by the charity and was seeing a psychologist per week — it was that the societal involvement was crucial for my new employee. After a couple of weeks, I began to forget he had been homeless; he looked like a workaholic, since he had been using his spare time to find a home and leave charity assistance. He turned out to become among the more motivated workers of my group.

 Go Grassroots When Recruiting Employees

Liz D’Aloia, Founder, HR Virtuoso Company
Try out a grassroots recruitment effort. It is simple to do and on top of that, it is free of charge. Simply create recruitment flyers and place them in your community.

You can even target your effort. For example, if you’re hiring hotel housekeepers, consider posting flyers in laundromats, daycare centres, libraries, and neighborhood facilities. The key to success for small company grassroots recruitment is to get a simple way for individuals to apply to the job in their mobile device.

Trying to attract the best people in a tight labor market requires spending the same time and energy you would spend trying to persuade a new customer to purchase your product or service.

Starting with your job posting and continuing through your website and hiring process, every touchpoint with a potential hire will either increase or decrease their interest in working for you.


Spend the necessary time to polish each touchpoint and then ask for feedback from others on how you could improve. You may instinctively focus on compensation and benefits, but your own happy employees may help you realize that one of their favorite things is the flexibility you offer them.