Proudly share your network
Finding new colleagues through your own people
The best new people come through connections. Your colleagues have a large network together, and many of themcandidates can be found. Yet many opportunities remain untapped.
It turns out that bonuses only work to a limited extent.
What does work is taking obstacles seriously and then working on building pride. Once people start sharing that, you're off to a good start.
We often encounter the following bumps:
From the consultant
When we hear from the professionals themselves about finding new colleagues, we hear, among other things:
- I'm not much of a networker
- Yes, but what if it doesn't work out for either side?
- I don't feel like pushing…
- Never really learned how to go about that…
- Others can do that better…
- I don't have time for that…
From the managers
What directors, partners, and other leaders of content professionals often say:
- They all have a network, there are a lot of potential candidates among them...
- We've set up a bonus, but it only works for a few people...
- I would expect from a senior ...
- Our people could show a little more pride…
See our book:
Colleague wanted
Proudly share your network
And for managers:
Why don't they just do it?
Make sure your consultants and technicians find and keep clients satisfied
Classic recruitment doesn't have such a good name
Recruitment is a bit like sales. For most skilled professionals, it doesn't have a very good reputation.
A standard training course rarely works. This is understandable, as there are differences between most professionals and recruiters. Not only in available hours, but also, for example, in how personally they feel about rejection or in their extroverted nature. Therefore, the first step is to eliminate any fear. After all, most candidates see it as a compliment when they are asked by a colleague.
To achieve this, it's essential that your own people are proud of their organization. And that they can express that pride. And that they network. Fortunately, this appears to work very well in practice, if you approach it in a way that suits this target group.
We're happy to support you with our expertise, experience, and enthusiasm. We have programs that both managers and professionals are enthusiastic about. And they work in practice. We're so convinced of this that we prefer to work based on achieved results.
You don't have to be sick to get better.
Proverbs & Sayings
Once we've clarified the objectives, we'll design a suitable program. This often consists of a mix of training, just-do-it sessions, organizational consulting, and design. We usually collaborate with both management and consultants/technicians.
Examples of programs we offer...
Having a little pride in your own organization is essential for finding new colleagues. And then, of course, sharing that pride within your network.
This not only results in a memorable and enjoyable team session, but it also increases employee satisfaction and reduces the risk of outflow.
In addition, the chance increases that people will also express that pride to clients and elsewhere in their network.
This lowers the threshold for nominating new colleagues and increases the chance that people will come forward with candidates.
Sometimes we'll immediately start working on a longlist during such a session, and sometimes we'll get started with a specific topic with just a portion of the group. Read more in the follow-up session.
After a pride-raising session, there are usually a number of people who are willing to actually express that pride.
We'll translate that enthusiasm into action in a Just-Do-It session. Together, we'll rekindle that sense of pride and move from a longlist to a shortlist of candidates.
We then determine the best approach for each candidate, including the next step and who can best take it.
The starting point is always that we will not stalk or harass candidates, but we will give good people appropriate attention.
That leaves a number of candidates in the pipeline, including a number of interviews.
As a manager or leader, you can do a lot to get your people to actively participate in recruitment.
However, this doesn't happen automatically. Many professionals are hesitant and easily postpone networking and recruitment activities for another week, month, or quarter.
We have extensive experience breaking through that procrastination and everything that underlies it. We teach managers how to get their people to contribute to recruitment. Without any hesitation. And without you, as a manager, having to push and nag.
Want to know more about how we can help your organization strengthen its pride and find the best colleagues?
Get in contact. We are curious about why you are proud of your organization.