How to Hire Effectively: Most Leaders are doing it wrong.

A recent study found that job postings are the worst performer and most expensive. “delivering a mere 48% success rate, worse than flipping a coin.”

The key to success is to devote time for talent identification as an ongoing process, regardless of current openings. Here are three ways that this can pay off.

1. Rehire/Recaptures

Stay in touch with top talent who has moved on for referrals and potential rehire. How to do it: *PERP Is the Future of Hiring — Lou Adler*

— Send periodic check-ins (e.g., a short LinkedIn message or congratulatory email for a new achievement).

— Share major team or company updates to keep them in the loop.

2. Internal Mobility

— Offer stretch assignments to assess capability of selected team members before a formal move.

— Partner with HR or peers to explore and review internal talent profiles

— Discuss inviting exploratory conversations with department heads about employees from their departments who show potential.

3. Employee Referrals

— Invite referrals during team meetings.

— Recognize employees who make successful referrals (even with small rewards or public appreciation)

— Invite them to informal networking events or virtual coffee chats.

— Share clear role descriptions so employees know exactly what kind of talent to recommend.

The strongest hires often come from trust-based relationships, not cold applications.

Final Thought

When you focus on relationship-building-both inside and outside the organization-you create a steady pipeline of people who already know, like, and trust your leadership.

Originally published at https://open.substack.com.