Five ways to save time + £££ sourcing PR talent
Sourcing talent can be a real challenge. The industry is extremely competitive and constantly evolving. Compared to when I started my career nearly ten years ago as an eager account executive, the landscape is almost unrecognisable. Finding the right candidates that have the skills and knowledge that is reflective of the industry today can be hard. Also, no two client accounts are the same and sourcing talent to fulfil the needs of varying accounts presents its own hurdles. That being said, true PR superstars are the masters of adapting, moving quickly, and naturally we are self-starters. Some of the best people I have hired were perhaps not the perfect match for the role but they had an abundance of transferable skills. Do not always discount someone just because they are not a cookie cutter match.
I have met lots of candidates over the years and found them from all matter of avenues. There is no magic formula or ideal place for scouting talent. Here are some of ways I find superstars in a fierce market:
1. I get by with a little help from my friends – I always look to the network around me. I have worked both agency and client side and over the years have amassed a huge pool of PR contacts. Some I consider close friends - we have all worked our way up the ranks in the industry and held roles at various organisations and agencies so between us have an impressive little black book of contacts. I am always the first to WhatsApp old work colleagues to ask them if they know of anyone currently looking for a career move.
2. Scout out social media – given that social media is such an intrinsic part of our lives it makes sense to hunt out talent online. Any PR is naturally going to be active on social media. What we say online gives an insight into our interests, opinions and attitudes. You can tell a lot about somebody from what they post about online. I regularly check out LinkedIn for potential candidates and have even found people within my own social networks.
3. Be a master of networking – given our main office is situated in the home counties, we have become masters of networking in the local community. Our town is relatively small and many of the local businesses are connected in some way. We are part of a business networking group, Beaconsfield 4 Business. We regularly attended community events and are well ingrained in the community. We often approach locals to recommend their friends, family members or people in their wider social group who are looking for a career move.
4. Attract the talent to you – today many people cite culture and benefits as the most important factor in choosing a job. In fact, two-thirds (66%) of employees in the UK believe that the employee benefits offered to them are equal to or more important than their basic salary. If this is what attracts people then why not shout about it! As well as proactively seeking candidates there is something to be said about them approaching you. Use your external comms to tell your future employees why you are such an amazing place to work. We regularly have people enquire about job opportunities because they like our cultural cornerstones and company culture.
5. Your brand ambassadors – your employees are representatives of the company. As well as looking to your network outside of work it is also worth remembering that the ideal candidate might be closer than you think. I have hired someone from the recommendation of a current employee. 70% of employers say referred hires fit the company culture and values better than those from other sources of hire. If you have a workforce of happy and engaged employees, they are likely to shout about it to their network. We offer referral bonuses for anyone who recommends a candidate that ends up getting hired. It is a win-win situation and after all, talent attracts talent.
Finding talent is not rocket science. To find the very best candidates I recommend looking closer to home – ask for recommendations from your own social circle – especially if they work in the same or similar industry. Also seek out referrals from your employees who may also know someone who is perfect for the job. Use your time on social media wisely to hunt out the best candidates. It is surprising what you can find out about people from their online profiles. And finally, nail your networking and ingrain yourself in the community. The wider your network the more chance you will have of finding your next PR superstar.