How to Recruit Better Marketing Talent (for NonRecruiters) w/Dan Sanchez

ABOUT THIS EPISODE

In this episode, Dan Sanchez gives advice on how to recruit and retain talent in marketing through these three simple ideas. 

Welcome back to BBB growth. I'm danSanchez with Sweet fish media and today it's just me, we're gonna be talkingabout how to become a recruiter for non recruiters. And honestly I have to saythis is kind of a uh spur of the moment episode that I'm doing based on anepisode uh, linkedin status update I just saw from Gitano de Nardi aseverybody knows like the market, the market for hiring marketers are prettymuch hiring anybody, um, is really competitive like just brutal right now.It is competitive, It is hard and Gitano, Gitano put a few things thatare like people are complaining about and then he gave his responses to it.You can go and find, find him on linkedin to read the post because I'mnot like reacting to the post. But it is that post that got me started onthis thing and one of the things that he said, they got me to think a lot, um,and inspired this post is how most people are passively recruiting andGitano says, no, you need to actively recruit, you need to go and find thepeople. And so that got me thinking...

Gitano is right And honestly, I'vealways kind of had more of a recruiter mindset when it came to me doing anyhiring myself. I mean, yes, I'd post a job boards and stuff, but honestly Iwould take matters into my own hands essentially go on hunt mode and golooking for the people that might be interested or people that I justthought I'd want to work with anyway and go and try to steal them out of theplaces they were currently happy and I've certainly tried and have certainlyfailed numbers of time, but I'm also honestly surprised how many people havebeen able to convince to come work with me and it's not a lot, it's a few. Um,but I wanted to talk about a few ways that I found that being a recruiter orways you can improve being a recruiter if this is not your current m o if thisis not something you're actively doing a lot, here's a few things that I foundreally, really help in. This. Same advice goes for retaining your toptalent, retaining the people you would fight like hell in order to keep onyour team. So know that this is the same stuff you do to bring people ontoyour team and to keep the people on...

...your team. So there's actually threedifferent points and I found that it works over and over and over again. Andthe more I've practiced it, the more I've become to believe in it. And themore I've actually have honestly been disappointed a few times in my lifewhere people haven't done this for me, even if I was considering leaving a job,they didn't use these things to try to get me to stay. Um and it's not like Icould actually tell them like, hey, like pursue me that just sounds needyand I would honestly, the last company I worked for I left because I was like,hey, like I'm thinking about leaving their like well do what's best for you.I was like okay, but we'll get more into that in a second. Um So let's jumpinto the three things you can do to become a recruiter, even if you're nota full time recruiter. Um One is, you need to leave with a vision. Great leaders lead by painting a betterpicture of what tomorrow can look like. And there's a couple different ways todo that. You can lead with the company...

...vision. If the company has a strongvision, it could be enough to just say like, hey imagine coming and working,working with us, we're trying to accomplish X. And it's big, it's afreaking big hairy audacious goal. That's what we're going after. This isthe movement, join us, right? That's compelling. They probably already knowabout the brand. If not then it's easy to pitch them brand because you alreadyplugged into an interesting narrative. But if not that it can also, like ifyour company and most companies don't have amazing like big visions of thingsthey're trying to accomplish, you might need to Paper one for your department,Your department can also have a big thing that it's trying to accomplish,that's exciting to the people that work for your department right? Andmarketing, you could, we have some really crazy hairy audacious goals evenif the company you're working for is boring as heck, write your departmentcould still be freakin doing some amazing stuff, sell that. That's thething you're trying to recruit them to is this vision of what you're, whereyou're trying to go and what you're trying to accomplish. It's a big dealand if not that maybe you don't have control over to what the department isgoing after, you can still have a...

...personal vision deep down. Why do, whyare you as excited to just wake up every morning and go for it? And ifyou're not excited then like why are you recruiting someone to it? Like goleave and go find something worth recruiting people to like findsomething you are excited about in your company and if you have to invent thatfrom within, then that's what's gonna, that's what it's gonna take, otherwisedon't recruit people into things that you don't like, that doesn't make anysense. Even though you, it might make it easier for you. You have to figureout deep down inside why it's exciting to work here, even if you're inventingthat yourself and you don't have to be a leader to do that. I've almost always had a personalvision for what I'm trying to accomplish and the last two places I'veworked in. Sweet fish, I run the marketing department? But in the lastcouple of around the marketing department to um and I was able to comeup with like essentially a compelling reason for why I loved waking up anddoing what I did every morning? I would recruit people to that vision. I wouldsay, imagine what we could build...

...together. Imagine if we could do this.Imagine if you could help build freaking this, how awesome would thatbe? That's the way you need to approach recruiting. You need to talk to uh, thepotential people you're hiring and even the people, the people you're trying tokeep on your team and keep them excited about what you're doing. So that's number one leading with avision. Number two is you got to talk to people like one on one personally.It's not enough to just post things and let lots of people read it. Even ifit's a Lincoln post, like, hey, come and join the team. Were all stars here.We need more. All stars. Yeah, like free coffee, free booze, likeeverybody's posting that. So what makes a huge difference is actually going tothe people you've seen out there, especially if you're on linkedin. Butit's like you're on social media and you've been seeing some people do goodwork. Shoot them a message. Especially if you can make it like a bomb bombvideo or a loom video or something, a video message. This works particularlywell and just go to them one on one and...

...be like, hey, I've been watching yourwork, we've interacted a few times. I, I freaking love everything you say, canyou please come and interview for this? I would love to have you on our team,Let's talk that at least will make them feelflattered as heck at worst. They're just going to say like, no, I'm prettyhappy with where I'm at. You say, cool man, if any, if anything ever changes,let me know you've done, even if that's the, that's the worst case scenario andat best you just strengthen that relationship by telling them that theircontents awesome. You just freaking made their day. Even if they don't give,like they don't, they don't care at all about what you're actually trying toaccomplish at that company, right about your current company. They're much moreexcited where they're at, but they're still gonna really think more highly ofyou and more highly of your company knowing that like, wow, they reallylike me, they really, they really think I'd be a good contributor to the team. This also goes with retaining employeesand this is probably the most...

...under looked thing ever. Um, And this actually goes into .2 moremore, more than .3 # two is go talk to people personally one on one, same withyour internal employees. I'd actually go to them and be like, hey, like, areyou happy here, Do you feel like you're making progress here? What wouldsuccess look like here, go one on one and have these conversations in yourone on one, I try to bring up career conversations as often as I can. Um Iprobably bring them up a little bit too often because I'm a very future focusedindividual and not everybody thinks about the future as aggressively as Ido. I found out so I have them pretty often and I'd like to talk about it allthe time. Um Number three, so first is lead with vision, number two is go talkto them personally one on one and number three is be freakingunapologetic in persuading them. But be honest, I'm amazed at how many peoplehedge how they recruit and it's happened to me and it'shappened to other people that I've had conversations with about this, beunapologetic about it and it will go...

...much better for you at worst it again,it will strengthen the relationship. Let me tell you a story. I have afriend that quit an organization recently and nobody like really made ahuge effort to keep him. I was working at the sameorganization, everybody was like, yeah, you know, gotta do what you feel isright? Um I'm here to support you either way. You know what that says is?Well if you leave that doesn't really matter to me, I'm sad, but you know, I'll get over it.It just doesn't sound very affirming it doesn't really sound like you reallycare. Let me tell you the approach I took and actually I kind of failed,like he, he left anyway, but my relationship with this person changeddramatically. Um and this person still and I talk all the time now, um I wentto this individual and said, hey, like I know you're thinking about leaving,but let's go for a walk, let's go, let's go and talk a little bit. I don't,I'm not your boss, I'm not even over...

...your department, I'm adjacent to you,I'm appear, but can I just be honest and do I want to do everything I can tokeep you? Why? Because I freaking like you and I think you make a heck of adifference in this organization and I'm selfishly going to do everything I canto keep you from leaving. So that other organizations trying to recruit you,they're going to do everything they can do, they're gonna lead with their bestfoot forward. But is it okay if I try everything that I can in order to, tokeep you here, is that fine with you? And I'm not, I'm, it's gonna be biased,so take everything I say with a grain of salt, but is that okay? They neversay no, That is just a flattering statement and it's honestly, if you'recoming from, if it's true then it's true, right? B unapologetically likegung ho with recruiting them and tell them up front say like, hey, I'm justgoing to recruit you because I like you because I think you bring, I thinkyou've got the goods, I think you're awesome. So I'm gonna try my danghardest to get you to stay here or to...

...get you to come on to the team. Sodon't be surprised when I circle back around after you say no every once in awhile to see if you're interested, right, you do that with a massive smileon your face man. Trust me, those people are going to warm up to you andtruth be told is it's nothing, it's just disingenuous. Don't bedisingenuous if they go to go after the people you think are freaking awesome,you're like yes. And then tell them. So, um, don't just throw them a link to sayapply or don't just say like, hey, you know, well if you stick around a littlebit longer maybe you might get promoted, be like, hey, what is it gonna take tokeep you here? I mean one of the big reasons why I showed up to Sweet fishwas because James, I was working with James Carberry, the founder of SweetFish and after doing a, I was consulting his team on a search engineoptimization for podcasting and we were taking a drive later on and he was like,hey man, what is it gonna take to get you on this team right him and Logangained up on me and, and, but honestly to have a conversation like that was soit was a breath of fresh air compared...

...to where I had been before. Um wherethey just were like wanted to be neutral. They felt like it was morefair to be neutral and I'm telling you here and giving you permission to notbe neutral. Do not be neutral at all. Be 100% committed to what you want butjust tell them, hey this is what I want and tell them because they're awesomebecause you like them because you're, you literally like hanging out withthem and trust them whatever it is that you want like about them, Tell them soand just be unapologetic about trying to convince them. And I find if you areunabashedly unashamed and not be too much like you don't wanna be tooaggressive with it but be more way more aggressive than you think you need tobe. Um not only will you be able to recruit more talent because when you'releading with vision you're going to, you're going to them one on one butbeing genuinely excited about them and their possibility of joining your teamis not only going to recruit the top talent or help recruit the top talentbut it's gonna retain the top talent...

...provided they're either people that youare really, really excited about right. So I just wanted to make a quickepisode to kind of highlight those things because I've seen so many timeswhere people are hedging, don't hedge go all and be passionate,be vision driven, um recruit people, go find the people that would, you wouldconsider to be part of your dream team and don't consider anybody off limits.I mean we've been taking some swings that some people we never thought wouldwork with us and you never know how the, in those conversations might beentertained and most of them are going to say no, that's okay, but you neverknow, you never know where somebody's at in their company. They might havejust had a really hard conversation with your boss and then you're showingup in there, lengthen DMS being like, hey man, not sure how things are goingat your company, but would love to talk to you about something that I thinkyou'd be really excited about, right? If you have a little bit ofrelationship, you jump on a zoom call and then you pitch the thing and youknow, are unapologetic saying like I...

...love what you do and I love the energyyou bring to the game. We'd love to have you, I'd love to work alongsideyou, let's do this, right, That relationship is gonna get strongerand you might never recruit that person. I've literally, I think I have likethree or four individuals that I probably call every year to every otheryear to be like, hey man, you ready to come work with me yet every year, Ijust keep trying, that's the way you recruit becausemaybe you don't have the big budget to like attract the talent and hopefully,I mean that's becoming a bigger and bigger piece. So it's getting harderand hard to do without the budget, but it certainly gives you an edge if youcan do it that way right? And of course you want to pay people like whatthey're worth and all that kind of stuff and the worth is growing throughthe roof for marketers right now. So just letting you know this is what Ifound to be successful for me. I'd love to hear if any of you have seen similarresults and I'll be posting this to Lincoln soon to see how other peoplefeel about this approach. Um so beyond...

...apologetic go recruit people discover why you show up to work everyday and include people to that vision, So happy recruiting.

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