Finding the right person for a hard-to-fill position can be an ongoing, arduous challenge for companies. The reasons can vary from a poor job market to a high-in-demand position. Whatever the reason, it’s natural for a business to consider their competition’s talent. Before heading down that path, we recommend hiring managers considering these tips.
Start with Building a Relationship First
Having relationships with your competition isn’t a bad thing. It fact, it’s important to build careful relationships with multiple colleagues in your industry. In truth, it’s a form of networking. When you build multiple relationships with industry-contacts, both competitive and non-competitive, it provides an opportunity for people to connect on future opportunities.
Consider Non-Competes and Other Legal Issues
Before considering your competition’s employees or even a candidate that has recently left your competition (within 1-3 years) find out if they have a non-compete or contract with that competitor. If they do, find out the terms of that non-compete/contract and make sure your company is protection from potential litigation.
Make Sure a Candidate’s a Good Fit
Most companies already make sure candidates are a good fit based on their corporate culture. This is even more important when you’re considering your competition’s staff. Industries might be the same, as well as customers, but each company has their own culture. Don’t make the assumption that any person with the exact experience needed will be a perfect fit for your business. Ask yourself questions like “How long do you see this candidate staying with your business?” If you think it will only be a short-term solution, think twice about hiring the competition. If the signs lead to a long-term hiring solution, then they’ll probably be a better fit.
Solid Reasoning
No matter how bad your business needs to hire a position, make sure you have solid reasoning for approaching your competition. If it’s a skills issue, it’s understandable, but don’t just target a professional without sound ethical reasoning. If you’re considering approaching your competition’s staff to hurt your competition or just because you believe it would be easier to find, then you’ll be doing your company a disservice. It’s bad business to operate this way and can damage your business in the long run.
Partner with a Recruiting Firm
If you’re uncomfortable with approaching a competitor’s employee, consider using a third-party recruiting firm to make the initial connection with the professional. A firm with a solid reputation can discreetly discuss opportunities with all candidates and find out if there are any legal restrictions.
Money Considerations
We’ve heard war stories about tech companies like Google, Apple and Microsoft getting into nasty disputes over recruiting practices and stealing employees. Make no mistake that money was a big part their recruiting tactics. Money can be a driver in luring a competitor’s employee away, but we don’t recommend going in that direction. Be smart about what you have to offer and be cautious of candidates who are looking only for a bigger paycheck.
Recruiting today takes time and it requires a certain finesse when considering your competition’s employees. These tips will help you when you’re considering your competition for those hard-to-fill positions. And if you’re struggling to find the right fit for your business, contact us for a free consultation.
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ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the Founder and CEO of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.
