Why You Shouldn't Let Your Staff Refer Your Next Hire

Why You Should Avoid Referral Candidates for Potential Employees

Over the 30 years Ron Nash, CEO of Pivot3, has been in the tech industry he’s hired thousands of tech professionals. The big difference between 30 years ago and today is that people are graduating school with technical degrees. That simply didn’t exist 30 years ago. Back then two-thirds of everyone he hired had to be trained within the company. The other big difference is that today he can hire people from anywhere in the world. Back then he had to look in his neighborhood.

Fortunately Pivot3 has locations in Texas and Colorado which are good neighborhoods for finding tech professionals. Still, he has the option to look elsewhere.

What we’re looking for are people who can come in and immediately make an impact

..said Nash in our conversation at the 2016 VMworld conference in Las Vegas.

That they have some skills and expertise that can be additive to what we’re doing and they immediately can pick it up and start producing value for us. Secondly, we’re looking long term. How fast can these people grow?

In all his hiring efforts, Nash admits that diversity is a struggle given that many of the graduates from the engineering schools are male. But he’s found that once you start bringing in big hitters, like his female managers, they attract more female candidates.

Nash warns companies who want a diverse staff to actually not ask current employees for referrals. It’s actually contrary to conventional wisdom, as it’s a very cheap and easy way to hire somewhat verified talent. But this technique doesn’t lead to a diverse group of people. If you want diversity, you have to be aggressive about going out to present in alternative places.

Diversity helps. When you have people who think different ways, your company is going to be much stronger, said Nash.

 

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