People often ask me how to get a job at my company, User Insight. The truth is, I rarely, if ever, post available jobs. This doesn't mean that I don't have any jobs open--that the company isn't growing, changing, or replacing staff.
It's just that I know, like everyone else, that the current job market is difficult, and I don't have time to go through the hundreds, even thousands, of résumés that would come in after posting a job opening.
In addition, many client staff members approach me about coming to work for User Insight, so I want to protect myself from having to tell current customers they might not be the right fit for open positions.
Here's how I approach recruiting top hires:
I give candidates permission to stalk me.
I actively discuss via social media and on my company blog which events I will be attending, where I am presenting, and what's going on at my company. This gives candidates plenty of opportunities to find me, engage with me, let me know more about them, and learn how they might fit at User Insight. A candidate could even choose to show up at one of the events I'm attending and introduce herself, then comment on a blog post or give me input on one of my presentations. When I start to consider how I'll fill an opening, I take a few minutes and think about the skill sets of those folks who are readily top of mind.
I expect those who come for an interview to stalk me.
With as much information as my company puts out on social media and the Internet broadly, a candidate should already know a lot about me, what User Insight does, the individuals she might meet on interview day, and what we're all going to talk about. As a result, her questions during the interview can be more directed and the conversation can be more substantial, giving us all a better ability to quickly make a decision about working together.
I stalk potential hires.
I look at what kind of information candidates disseminate about themselves on social media. I want to hire people who are passionate about the type of work my company does. I also want employees who are creative and naturally curious, so I use their social media presences and other content to help me determine whether they could be a good fit.
I believe the future of business is in thought leadership and intellectual property, so I want to hire people for how they think, not just to do a job.
The rules of hiring and job promotion have changed forever. It takes different techniques and approaches to stand out and uncover those opportunities.