blogging4jobs

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The Economics of Re-recruit-ing Posted: 23 Jun 2011 05:16 AM PDT It seems to me that after a company recruits, wows, and hires an individual, the recruiting and candidate courting process stops. These hard working employees are working for your organization.  They are trained.  They understand the ropes, and they do the job.  And yet we forget to re-recruit our own employees, our internal candidates when we should be re-recruiting them at every opportunity we have. In my mind the re-recruiting process is simple.  You appreciate them.  You show them respect and you mean it.  You tell them thank you and occasionally you buy them pizza or ice cream to celebrate in the break room.  It sounds simple but for many organizations it’s long forgotten.  Their people just aren’t worth the time, effort, and money to re-recruit. Maybe that’s not really the case.  I know HR folks, executive leaders, and front line managers are busy.  But who isn’t busy these days?  Our teams been downsized, rightsized, and re-sized.  And still our employes stuck with us through the hard times, putting in the extra hours, effort, and time because they loved the organization or maybe it was the people, or maybe because they had no other option. Bottom line is that it really doesn’t matter.  They’re here.  They stuck with it, and they have chosen to work for your organization.  It’s a relationship, and for most employees the relationship is all about give, give, give while their partner (the company) takes, takes, takes. These employees are tired of the one way relationship and some are considering cutting the cord.  A June 2011 Manpower study says that 60% of employees are considering leaving their organization and 25% of employees surveyed would consider relocation for at a new company anywhere in their current country.  These idea of “talentism” is at the center of the debate, and the new economic conditions are forcing employees to re-evaluate their own priorities and relationships.  The old school company man or woman isn’t the same.  It’s all for one and one for me. Talentism is at the center for economics of talent in the new economy and re-recruiting must be part of the equation.  In the Talentism economy is more about talent and less about capital to grow, succeed, and win in the new economic landscape.  Employee payroll, working man hours is an organization’s biggest expense and yet we often spend the least amount of time fostering, facilitating, and strengthening those relationships with re-recruiting efforts.  But it can’t be just a memo from the President or a bullet on your annual corporate retreat’s powerpoint, employees are a skeptical bunch.  Like any relationship you have to work to win them over and re-recruit. It’s times to re-recruit and help your employees fall in love with you all over again. Photo Credit Ron Martin.

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