Finding and recruiting the best and the brightest talent has become as much an art as a science. That's why you have to do more than just sell yourself and your company. This is especially true with entry-level and younger candidates,who place great emphasis on the quality of their non work life, their peers, and other so-called intangibles.
"Birds of a Feather" is a way to involve non-Human Resources, peer-level people in the recruitment process. They can serve as hosts, tour guides, or in any other role that allows your candidate to get to know firsthand someone who has already been through what she or he is considering. Because they are of the same general age, background, and experience, there is also an enhanced credibility and connection.
Cisco Systems starts the connection on their Web site. The "Make Friend@Cisco" icon begins a process of establishing an email pen pal. The objective is to connect potential recruits to real people in the company. What's in it for Cisco employees? A referral bonus (see "Bird Dog Biscuits") if the person is eventually hired! The referring employees also get a Cisco Lotto Card. Lotto winners receive mugs, athletic bags, or some other logo paraphernalia.
And, to demonstrate to prospects that Cisco has a practical sense of humor, there is even a button on the Web site that says "oh, no!My boss is coming," which when clicked immediately pulls up a new screen with the "Seven Habits of Highly Successful Employees" or "Gift for Bosses & Co-workers". After all, most people surf of for new jobs while at work in their current one, regardless of policies intended to restrict such behavior.
Let's take it a step further. If and when an out-of-town candidate is invited to visit your company, the peer host can pick her up at the airport, show her around the area, escort her through the interview day and generally be an "at-ease link" in the recruitment process.
This idea not only is a real plus for the candidate, but can also be positioned as a perk for the host employee. Many employees would love to get away from the daily grind once in a while to represent the company in this way. This is particularly true of people who are in jobs that do not have a lot of outside activities or contact.
One caveat, however: Any non-Human Resources people you involve in the recruitment process should be trained. Perhaps a group orientation for peer host could cover the dos and don't of recruitment (i.e., the types of question and inquiries that are off limits and why), what their role is and isn't, what routes to take to and from the airport to give the best impression, what to do in the event of a problem, and so on.
Even though the host many not be conducting interviews and you may not consider him to be part of the selection process, the law may see things differently, since valuable insights may be obtained during the candidates' non structured times with their peer hosts. At the end of the visit, allow your peer hosts to complete a simple observation form, which is completely optional and open-ended.
You've got nothing to lose and everything to gain. Just be aware that your host can now be legally construed to be a participant in the screening process, which is why some basic training in recruitment (dos and don'ts) is essential.
