Guerilla recruiting is a style of recruiting that makes use of the tactics and strategies used for centuries in guerilla warfare.
It is a highly focused form of recruiting that is fully integrated and driven by the fundamental motives of the organization.
It is typically deployed by an organization that is inferior both in numbers and tools against a larger, more mechanized competitor, but that is not always the case.
Unlike traditional recruiting, which merely supports the business; guerilla recruiting takes responsibility for contributing to and driving the organization’s performance.
It is a no-holds-barred style of recruiting where every weakness in the competitor is identified and exploited using minimal yet highly focused efforts.
The battle that guerilla recruiters are fighting is not for talent, but rather for market share, revenues and survival.
In guerilla recruiting you attack competitors where they are vulnerable, even if you have no direct need for that talent because while your competitors counter to repair the damage inflicted, they leave other more desirable talent unguarded. Every weakness must be attacked until the competitor is weakened and can be annihilated, enabling your organization to pick up market share and revenues without the costly expense of a merger or acquisition.
What Are the Characteristics of a Guerilla Recruiting Force?
1.A guerilla recruiting force is a small, very elite group of professional recruiters that often augments a traditional recruiting function.
2.Their actions are not subject to requisitions and budgetary constraints, although they are held accountable for producing a hefty return on investment.
3.Their strengths are in competitive intelligence, tactical planning, and flawless execution.
4.They use the competitor’s strengths and weaknesses against them, customizing their plan of attack to each competitor’s current circumstances.
In particular, they leverage the gaps in employee expectations and employer deliverables.
The guerilla recruiting force:
A.Is viewed as a weapon.
B.Utilizes the cover of society to mask its presence.
C.Plays on the aspirations of talent using sympathy, cooperation, and assistance.
D.Does battle on enemy grounds.
E.Is laser focused.
What Are the Major Steps in Building A Guerilla Recruiting Force?
Establishing a charter for the force that exists outside that of the traditional recruiting function, and possibly outside the human resource department.
Selecting a leader and key players who have a proven ability to work in unison on projects requiring extreme mastery of details.
Identification of primary business goals and prioritization of external forces capable of blocking achievement of those goals.
Development of a defined process and arsenal of tools to power competitive intelligence.
Establishment of a discretionary spending fund used to finance covert recruiting activities.
Critical Success Factors in Guerilla Recruiting
As with any highly specialized activity, success in running a guerilla recruiting force is largely dependent on flawless execution of a short list of success factors. These factors include:
An unrelenting focus on execution based on the perceptions of the target talent versus that of the internal manager or employer.
The identification and internal senior-level support of a guerilla recruiting leader who is resolute, loyal, self confident, capable of handling retaliation, honest, well-informed, and respected.
Dedication by senior leadership to adjust corporate culture, management styles, and corporate infrastructure to meet the changing demands of the talent population.
Dedication by senior leadership to fully support and continue guerilla recruiting activities until victory is achieved with resources needed.
*Critical Failure Factors in Building a Guerilla Recruiting Force*
Just as success in building a guerilla recruiting force is dependent upon flawless execution of a short list of success factors, it is also dependent upon avoiding certain failure factors, including:
Lack of organization and prioritization of guerilla recruiting strikes.
Existence of hidden agendas or actions outside those sanctioned by the primary business goals.
Use of deceit and trickery as means to secure recruits (this may cause the organization more harm than that inflicted on competitors).
Failure to understand and manage to gaps in what talent expects and what employers are capable of delivering.
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Sources- Guerilla Recruiting: It’s Time for a Revolution!
By Dr. John Sullivan