“Process not an event” – Corporate “rush” is a process not an event. If we are looking for people when we need people it is often too late. Below are specific suggestions to make recruitment an ongoing process:

1.  Maintain lists of people you would like to work together with even if there is no opening today. Great coaches like Lou Holtz use this method. 

2. Provide “value” to these potential recruits on an ongoing basis. Clip out articles of interest, do lunch, and provide useful information to them to stay in touch. 

3. Solicit their participation in volunteer opportunities that will provide them with mutual value – Provide them with opportunities to get them to know you better, extend their network of contacts, and grow in the process.

• Everybody in the “house” is involved – In fraternity rush all the “brothers” in the fraternity are involved with qualifying potential “pledges” (i.e. new members) and then inviting the best to join. Leadership at all levels of the organization needs to be on the lookout. Great people are often found in unlikely places (church, school events, volunteer programs, neighbors, shopping). Consider giving non-cash rewards (like dinners for two) when a new recruit stays with the company past 90 days. 
   

• Use “high speed” networks – maintain groups of contacts in your network in the fax machine or computer and email others with a description of the people you are looking for. This allows you to get the word out quickly and efficiently. Make sure this group includes the key networkers and talent brokers that you know (people like sales managers, personnel directors, placement directors etc.).
   

•  Only excited people – We only want those who are excited to join. Otherwise they are doomed from the start.
   

• Hire for their potential, not current skill set.
   

• Make it hard to get an invitation to join the house – We all consider it a privilege to obtain membership in an exclusive club. We need to position our companies’ as exclusive. We need to interview and recruit at different levels of the organization so it is a challenge to get in. This also gives us an opportunity to really get to know someone before inviting them in.

Retention
Once we have got them in that are where the real challenge begins. We need to love, care, and nurture their growth to enable them to reach their potential. This is harder to do than it may seem because we not only begin to see their “gifts” (i.e. we discover their unique skills and talents), but we also get to know their blemishes. How do we maximize their gifts while minimizing their blemishes? Here are some thoughts to consider:

•  Create a “no fault” environment – To borrow a term from the insurance business we need to create an environment where people are not reluctant to experiment with new methods. If we fail with our new methods we learn, grow, don’t repeat them, and move on. 

•  Individual stamps – Provide an end objective for a task or a project but do not specify the exact steps that are required to meet the end. Let people put their individual stamp and creativity to the project. 

• Provide a common vision – It is nice to know what are larger goal is. Let others know how their smaller assignment fits into the larger picture. If we know why it is a lot easier to feel good about our diligent effort. 

• Few rules, but high standards – None of us want to be managed, but we need accountability for our results. We need to create an environment where the bar has been set high but that provides others with the freedom of movement. 

• Willingness to help – All great things happen through others. We work together as coworkers, not employer/employees. 
  We have to help them in times of need despite the fact that it may not be convenient to us. 

• Involve them – Get people exposure to higher-level programs with the requirement and understanding that they are expected to contribute, not just sit in. 

• Ask them, “What will it take to keep you here?” – This straightforward question will not only show your sincere desire to retain their services but may also deepen your understanding of their aspirations and goals. 

In summation a key fabric that needs to run through the recruitment and retention process is FUN!! If we are fun through the process all of this stuff ceases to be a job and starts to become a journey for our team! Find the best, help them to be their best, and have lots of fun along the way!