Everyone always does the 1st step, as you note, but the next step is spot on (and I've never seen it done at any size company I have been at):
Interactive hiring discussions. Everyone has witnessed All Hands or Town Halls where hiring is framed as "We've got these openings -- who do you know?"
Take this a step further. Have the hiring leader or team highlight what problem this role will solve and why it's one of the few chosen for the year.
The other thing I thought of when I saw your response is if you communicated the problem that the new person in the role needs to solve, someone internal might raise their hand as a viable candidate for the role. And if they end up being a fit, that's an excellent internal morale booster for hiring/promoting from within.
Excellent "take action" point, Jill. Thank you!
Everyone always does the 1st step, as you note, but the next step is spot on (and I've never seen it done at any size company I have been at):
Interactive hiring discussions. Everyone has witnessed All Hands or Town Halls where hiring is framed as "We've got these openings -- who do you know?"
Take this a step further. Have the hiring leader or team highlight what problem this role will solve and why it's one of the few chosen for the year.
Thanks, Jill! It's the difference between "just in time" recruiting and recruiting as a team sport where you are always in motion.
The other thing I thought of when I saw your response is if you communicated the problem that the new person in the role needs to solve, someone internal might raise their hand as a viable candidate for the role. And if they end up being a fit, that's an excellent internal morale booster for hiring/promoting from within.
Then back-fill the other role.