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 dan Sanchez with Sweet fish media and today it's just me, we're gonna be talking about how to become a recruiter for non recruiters. And honestly I have to say this is kind of a uh spur of the moment episode that I'm doing based on an episode uh, linkedin status update I just saw from Gitano de Nardi as everybody knows like the market, the market for hiring marketers are pretty much hiring anybody, um, is really competitive like just brutal right now. It is competitive, It is hard and Gitano, Gitano put a few things that are 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'm not like reacting to the post. But it is that post that got me started on this 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 and Gitano says, no, you need to actively recruit, you need to go and find the people. And so that got me thinking...

Gitano is right And honestly, I've always kind of had more of a recruiter mindset when it came to me doing any hiring myself. I mean, yes, I'd post a job boards and stuff, but honestly I would take matters into my own hands essentially go on hunt mode and go looking for the people that might be interested or people that I just thought I'd want to work with anyway and go and try to steal them out of the places they were currently happy and I've certainly tried and have certainly failed numbers of time, but I'm also honestly surprised how many people have been 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 or ways you can improve being a recruiter if this is not your current m o if this is not something you're actively doing a lot, here's a few things that I found really, really help in. This. Same advice goes for retaining your top talent, retaining the people you would fight like hell in order to keep on your team. So know that this is the same stuff you do to bring people onto your team and to keep the people on...

...your team. So there's actually three different points and I found that it works over and over and over again. And the more I've practiced it, the more I've become to believe in it. And the more I've actually have honestly been disappointed a few times in my life where 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 I could actually tell them like, hey, like pursue me that just sounds needy and 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 jump into the three things you can do to become a recruiter, even if you're not a full time recruiter. Um One is, you need to leave with a vision. Great leaders lead by painting a better picture of what tomorrow can look like. And there's a couple different ways to do that. You can lead with the company...

...vision. If the company has a strong vision, 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 a freaking big hairy audacious goal. That's what we're going after. This is the movement, join us, right? That's compelling. They probably already know about the brand. If not then it's easy to pitch them brand because you already plugged into an interesting narrative. But if not that it can also, like if your company and most companies don't have amazing like big visions of things they'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? And marketing, you could, we have some really crazy hairy audacious goals even if the company you're working for is boring as heck, write your department could still be freakin doing some amazing stuff, sell that. That's the thing you're trying to recruit them to is this vision of what you're, where you're trying to go and what you're trying to accomplish. It's a big deal and if not that maybe you don't have control over to what the department is going after, you can still have a...

...personal vision deep down. Why do, why are you as excited to just wake up every morning and go for it? And if you're not excited then like why are you recruiting someone to it? Like go leave and go find something worth recruiting people to like find something you are excited about in your company and if you have to invent that from within, then that's what's gonna, that's what it's gonna take, otherwise don't recruit people into things that you don't like, that doesn't make any sense. Even though you, it might make it easier for you. You have to figure out deep down inside why it's exciting to work here, even if you're inventing that yourself and you don't have to be a leader to do that. I've almost always had a personal vision for what I'm trying to accomplish and the last two places I've worked in. Sweet fish, I run the marketing department? But in the last couple of around the marketing department to um and I was able to come up with like essentially a compelling reason for why I loved waking up and doing what I did every morning? I would recruit people to that vision. I would say, imagine what we could build...

...together. Imagine if we could do this. Imagine if you could help build freaking this, how awesome would that be? That's the way you need to approach recruiting. You need to talk to uh, the potential people you're hiring and even the people, the people you're trying to keep on your team and keep them excited about what you're doing. So that's number one leading with a vision. 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 if it'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, like everybody's posting that. So what makes a huge difference is actually going to the people you've seen out there, especially if you're on linkedin. But it's like you're on social media and you've been seeing some people do good work. Shoot them a message. Especially if you can make it like a bomb bomb video or a loom video or something, a video message. This works particularly well and just go to them one on one and...

...be like, hey, I've been watching your work, we've interacted a few times. I, I freaking love everything you say, can you please come and interview for this? I would love to have you on our team, Let's talk that at least will make them feel flattered as heck at worst. They're just going to say like, no, I'm pretty happy 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 and at best you just strengthen that relationship by telling them that their contents 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 to accomplish at that company, right about your current company. They're much more excited where they're at, but they're still gonna really think more highly of you and more highly of your company knowing that like, wow, they really like me, they really, they really think I'd be a good contributor to the team. This also goes with retaining employees and this is probably the most...

...under looked thing ever. Um, And this actually goes into .2 more more, more than .3 # two is go talk to people personally one on one, same with your internal employees. I'd actually go to them and be like, hey, like, are you happy here, Do you feel like you're making progress here? What would success look like here, go one on one and have these conversations in your one on one, I try to bring up career conversations as often as I can. Um I probably bring them up a little bit too often because I'm a very future focused individual and not everybody thinks about the future as aggressively as I do. I found out so I have them pretty often and I'd like to talk about it all the time. Um Number three, so first is lead with vision, number two is go talk to them personally one on one and number three is be freaking unapologetic in persuading them. But be honest, I'm amazed at how many people hedge how they recruit and it's happened to me and it's happened to other people that I've had conversations with about this, be unapologetic 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 a friend that quit an organization recently and nobody like really made a huge effort to keep him. I was working at the same organization, everybody was like, yeah, you know, gotta do what you feel is right? 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 really care. 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 changed dramatically. Um and this person still and I talk all the time now, um I went to 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 to keep you? Why? Because I freaking like you and I think you make a heck of a difference in this organization and I'm selfishly going to do everything I can to 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 best foot forward. But is it okay if I try everything that I can in order to, to keep 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 never say no, That is just a flattering statement and it's honestly, if you're coming from, if it's true then it's true, right? B unapologetically like gung ho with recruiting them and tell them up front say like, hey, I'm just going to recruit you because I like you because I think you bring, I think you've got the goods, I think you're awesome. So I'm gonna try my dang hardest to get you to stay here or to...

...get you to come on to the team. So don't be surprised when I circle back around after you say no every once in a while to see if you're interested, right, you do that with a massive smile on your face man. Trust me, those people are going to warm up to you and truth be told is it's nothing, it's just disingenuous. Don't be disingenuous 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 say apply or don't just say like, hey, you know, well if you stick around a little bit longer maybe you might get promoted, be like, hey, what is it gonna take to keep you here? I mean one of the big reasons why I showed up to Sweet fish was because James, I was working with James Carberry, the founder of Sweet Fish and after doing a, I was consulting his team on a search engine optimization 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 Logan gained up on me and, and, but honestly to have a conversation like that was so it was a breath of fresh air compared...

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

...provided they're either people that you are really, really excited about right. So I just wanted to make a quick episode to kind of highlight those things because I've seen so many times where people are hedging, don't hedge go all and be passionate, be vision driven, um recruit people, go find the people that would, you would consider 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 would work with us and you never know how the, in those conversations might be entertained and most of them are going to say no, that's okay, but you never know, you never know where somebody's at in their company. They might have just had a really hard conversation with your boss and then you're showing up in there, lengthen DMS being like, hey man, not sure how things are going at your company, but would love to talk to you about something that I think you'd be really excited about, right? If you have a little bit of relationship, you jump on a zoom call and then you pitch the thing and you know, are unapologetic saying like I...

...love what you do and I love the energy you bring to the game. We'd love to have you, I'd love to work alongside you, let's do this, right, That relationship is gonna get stronger and you might never recruit that person. I've literally, I think I have like three or four individuals that I probably call every year to every other year to be like, hey man, you ready to come work with me yet every year, I just keep trying, that's the way you recruit because maybe 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 harder and hard to do without the budget, but it certainly gives you an edge if you can do it that way right? And of course you want to pay people like what they're worth and all that kind of stuff and the worth is growing through the roof for marketers right now. So just letting you know this is what I found to be successful for me. I'd love to hear if any of you have seen similar results and I'll be posting this to Lincoln soon to see how other people feel about this approach. Um so beyond...

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

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