Lateral Recruitment


Lateral Recruitment is the process of hiring an "expert" for the job that needs to be filled. In some cases, it is a specialized hiring.

The expert usually is from another organization which is recognized as the leader in the field whom it would be to your advantage to employ.

When considering lateral recruitment, the HR manager must thoroughly investigate the job skills of the potential recruit because s/he has no resume to work from. Such things commonly available to the HR office are news postings, community happenings, industry magazines, award postings, and old fashioned word of mouth about the candidate. The candidate already has the skills that you need, so it usually is a matter of providing incentives to get that candidate to say yes.

When hiring laterally, much research needs to be done. While publicity is the most common way to see a name, be suspicious of a sudden flurry about your candidate. He might be "fishing" by way of self promotion, so his skills might not be as golden as might first appear. A better research tool would be to find several articles over a period of months or years concerning his awards and achievements.

From this point, the recruitment process can begin. Put out "feelers" for your candidate.

  1. Is he happy at his current placement?
  2. Does he have certain skills that have been overlooked there?
  3. Can a better benefits package attract him?
  4. Can a position with a title be created for him so that he will come?

Your problem with laterals is that the potential candidate already has a reputation and skills that do not need to be refined within your firm. It is important to offer something that his current firm does not, so investigate his current firm's offerings. 

Once you have a package and a project that will appeal to your candidate, begin negotiations. A short introductory letter will begin the process. If your candidate is already happy with his placement, this will shorten the process because you will either not get a reply or will get a reply that says no. 

If you get a reply, there is still room for negotiations. He has become aware of your interest, so a hint of the new project can often intrigue him into further dialogue. Your candidate can be lured with the project itself, thereby allowing you to offer the package incentive. With proper negotiating skills, you can successfully hire the lateral worker, insuring that the lateral hire will be a valued member of the team.

 

 

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Get best matched jobs on your email. No registration needed
Employee Engagement Process
Balance scorecard is necessary for achieving Goals of performance management