Conventional hiring techniques are becoming the way of the past.
Modern businesses understand that in the oversaturated job market, finding the right person requires a better approach than “recruiter to hundreds of applicants.”
The best candidates come from within the business and require a collaborative recruitment approach to hire.
In this article, we are exploring this collaborative approach and showing you how to implement it in your business.
Let’s dive in.
What Is Collaborative Recruiting?
Collaborative recruiting (or collaborative hiring) is an approach to recruitment that focuses on working together with your colleagues to find and hire top talent.
This method emphasizes the importance of networking and building relationships with potential employees rather than simply filling positions as quickly as possible.
Utilizing the whole company’s combined networks is the key to making collaborative recruiting work.
Collaborative recruiting teams include hiring managers, recruiters, human resources managers, and other decision-makers.
What separates it from conventional recruiting is that the whole company is included in the hiring process.
Having everyone involved in the recruitment process from day one ensures that all perspectives are considered when making hiring decisions.
What’s the Difference between Traditional and Collaborative Recruiting?
Traditional recruiting involves job ads, newspaper ads, job boards, and other methods used for years.
This approach works if you are looking for something other than a specific person and you just need a big pool of applicants.
However, it can be expensive and time-consuming, depending on how long it takes to find suitable candidates.
On the other hand, collaborative recruiting is the best way for businesses to attract top talent quickly and cost-effectively.
This method involves partnering with teammates that can help in finding qualified applicants that match your company’s needs.
By leveraging their network, businesses can tap into pools of highly qualified candidates in a fraction of the time that traditional methods do.
How To Recruit As a Team?
To start recruiting as a team, you need a specific tool that enables you to:
- Merge your team’s network in one place
- Search the combined network for ideal candidates
- Create talent pipelines and systems of organization
- Establish a proper referral and communication channel
Thankfully LeadDelta was built with all four in mind.
Here’s how to hire new talent with the help of LeadDelta Workspaces and its collaborative capabilities.
Combine Your Team’s Network
One recruiter has only so much access to new talent limited by their network.
But this isn’t the case when the whole company jumps in to help and combines their network.
Imagine having access to tens of thousands of potential candidates with vast experiences.
LeadDelta Workspaces allows you to combine your whole team’s network into one giant database of potential candidates.
And these aren’t just any strangers, you can see who on your team is connected with who.
With each new team member added to your Workspace, your network expands exponentially.
Finding The Right Candidate
With so many connections in the combined network, you can be sure that there are suitable candidates for you, you just have to find them.
This is where Filters help you hone in on the right candidate profiles.
Filter the network for job titles, countries, and even mutual connections.
Imagine searching for senior developers.
Whose network would be better to search through than your own development team’s?
Filter the network to only see their connections and search for “senior” job titles.
Now you have a list of top candidates you can further gather information about and contact.
Track Your Talent Pipeline
No recruitment process is complete without a recruitment pipeline that helps your team understand what stage every candidate is in.
Your pipeline can be created using LeadDelta Tags and customized to your team’s preferences.
Here’s a pipeline we are using:
You can easily push candidates through the pipeline by adding and removing Tags.
But a pipeline isn’t enough in recruiting.
There are many open positions and many different types of candidates you need to keep track of.
We recommend creating Tags for every need you have, like this:
With these two types of Tags, your team can have an easy overview of your whole network, who is suitable for which position, and in which part of the pipeline they are.
And the best part is, your team can use Filters to search for specific Tags or combinations to have custom views of your network.
Communicating and Referring
The best candidates almost always come from people we know, our colleagues, and in a combined network you have access to everyone your colleagues know.
After filtering and finding the right candidates, they are just a warm referral away.
With Note mentions, you can notify your team of an interesting candidate you found and ask for referrals.
The other aspect of Notes is their ability to establish communication among your recruitment team.
You can take notes about the information gathered about:
- Information you gather about candidates
- Thoughts about the interview
- Request help from your team
- Have in-Note discussions
And the best part is, these Notes are tied to specific connections making everything easy to find and organize.
7 Reasons Why You Should Adopt Collaborative Recruiting
Collaborative recruiting can be a great way to get the most out of your recruitment process.
Even Steve Jobs said it.
Here are the most important reasons why you need it:
1. Better Selection of Candidates
Collaborative recruiting allows recruiters to tap into larger networks they might not otherwise access.
By involving more stakeholders in the recruitment process, recruiters get access to more candidates – giving you a better chance at finding a perfect fit for the position.
What’s great about collaborative recruiting is that it encourages team diversity by broadening candidate pools beyond traditional sources.
Businesses increase their chances of discovering diverse talent by including internal referrals from existing employees.
2. Greater Transparency and Relationship
Collaborative recruiting encourages open dialogue among all parties involved ensuring everyone is on the same page throughout the entire process.
This creates trust between both parties and increases job satisfaction for new hires once they join your team.
On the other hand, it reduces miscommunication and prevents mistakes that lead to costly delays or mistakes down the road.
3. Increased Efficiency
Having multiple stakeholders involved in a single recruitment effort means tasks can be divided more efficiently.
This allows you to complete them faster than if you were working alone saving you hours that can be invested into something else.
Not to mention the reduced stress and workload on the recruitment team.
4. Better Experience for Both Parties
Utilizing collaborative recruiting, employers can learn more about potential candidates beyond what’s in their resumes or cover letters.
Conversely, applicants can better understand your organization’s culture and values before committing to any positions you offer.
This process allows both sides to make more informed decisions about whether they are a good fit for each other.
5. Great Chance to Make the Right Decision
By involving multiple departments during the recruitment process, you can ensure that everyone understands what the job entails and how it fits into your organizational structure.
Additionally, having different perspectives on each potential hire allows you to identify strengths and weaknesses more easily than if only you were involved in evaluating candidates.
All this helps you make better decisions when choosing the final candidates and making an offer.
6. Better Engagement of Your Employees
Your staff will feel more appreciated and engaged if they actively participate in the crucial business task of selecting the best candidates.
Also, involving your team in the screening of candidates assists in guaranteeing that they have already given their approval for any potential coworkers.
If used properly, employee recommendations and referrals can become your go-to resource for finding high-caliber candidates.
It gets simpler for your team members to suggest people they know as they become more accustomed to the process.
Tip: How to use this on LinkedIn.
Let’s say you found some interesting candidates and see someone from your company is connected with them.
By asking your colleagues for referrals and introductions you can increase your chances of getting a response.
Everyone is more likely to answer someone they already know.
7. Simplifies the Onboarding Process
When your teammates have a sense of responsibility and ownership over deciding to hire, a sense of obligation to help the new hire by providing support, guidance, and assistance naturally arises.
On the other hand, the new candidate also enters the situation with assurance because they are already involved in the hiring process and have previously received support and approval from others.
Conclusion
Recruiting is a continuous process, it’s easy to forget which of your relationships is a contender and for what position.
And utilizing collaborative recruiting allows you to find top talent if you manage your connections correctly.
Collaborative recruiting isn’t a thing of the future, and it’s already happening.
Onboard your team and enjoy all the benefits of collaboration.
