![\"LinkedIn-skills-recommendations\"](\"http:\/\/judinc.com\/blog\/wp-content\/uploads\/2017\/08\/LinkedIn-skills-recommendations.png\")
<\/a><\/p>\nLinkedIn actually is a good tool to get references for candidates. It identifies the companies as well as past coworkers and people who you know who might have a connection! After all, there\u2019s only six degrees of separation between any two individuals. <\/p>\n
Benefits of Poaching<\/h2>\n
When seeking someone to \u201cpoach,\u201d you are trying to attain talent who is untapped. This person is not looking for a new job, and thus there is no competition with other potential employers except just one, their current employer. <\/p>\n
Poaching good talent only works if you know personally the talent you are trying to lure. Someone you’ve worked with in the past is a perfect poach; you know their quality of work and personality. In this way, you know exactly what you are getting. The only thing left is negotiations. <\/p>\n
Personalizing the Lure<\/h2>\n
When negotiating with the poachee, it’s always good to hit other aspects of a job such as work life balance, mentorship opportunity, vertical mobility and benefits. Surprisingly, it’s not always just compensation, other intangible benefits should be considered heavily also. <\/p>\n
Satisfaction from a job comes from many other aspects such as company philosophy, views on promoting from within, executive leadership, and company’s core values, or just even a shorter commute. <\/p>\n
Drawbacks of Poaching<\/h2>\n
One draw back about poaching is that you’re getting someone you lured, but since that lure was created specifically for that one catch, I wouldn’t put too much weight to them leaving any time soon. Their resume and work history provide length of previous employments and is a better indicator of flight. Typically the 401k vestment period determines the length of employment for some as a rule!<\/p>\n
It’s All in the Family<\/h2>\n
![\"co-workers-like-family\"](\"http:\/\/judinc.com\/blog\/wp-content\/uploads\/2017\/08\/co-workers-like-family.png\")
<\/a><\/p>\nHiring a new employee is like conducting a family member search. You are trying to find someone that is, first off, competent in the job and also kooky, silly, and tolerant enough to fit into your existing family. You are probably very familiar with those who are already in the \u201cfamily\u201d and know some of the traits\/personalities that can fit in and will not<\/i> be able to fit in. <\/p>\n
Be ware of the pitfalls of group think when considering your existing team. You don\u2019t want to exclude diversity from your group. Studies show that high diversity among a group outperform, eventually, than those that are more homogeneous. You also want some spice in your group, challenge the status quo. <\/p>\n
It is a fine balance of what you want versus what you get and the unknown. You can pick the perfect candidate, and two weeks later, realize you didn\u2019t hire the right person and, unfortunately, that happens more frequently than people would like to admit!<\/p>\n
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![\"Definition](\"http:\/\/judinc.com\/blog\/wp-content\/uploads\/2017\/08\/Definition-of-Poach.png\")
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