What would you do? Boss wants HR to ’steal’ others’ employees
September 19, 2008 by Jim GiulianoPosted in: Hiring, In this week's e-newsletter, Latest News & Views, Retention and turnover, What would you do?, policies
Periodically, we ask three HR managers how they’d handle a real-life problem at work. Today’s problem: The company CEO wants you to raid other companies for recruits.
The scene
As soon as HR manager Carol Flores sat down, CEO Craig Corner slid a sheet of paper across the desk and said, “Here’s a list to get you started.”
Recalling previous conversations with Craig, Carol knew what the list contained: names of people Craig wanted to interview for the vacant sales manager job.
“We’ve dealt with these people at trade shows and conferences, so we know a lot about them and their capabilities,” Craig explained. “I’d like you to get on the phone today with them and feel them out about coming here.”
No ‘rules’ against it
“Craig, I want to raise the issue one more time about an HR manager cold-calling people to get them to switch jobs,” Carol responded. “There are no ‘rules’ against it, but I’m not sure it’s a good practice.”
“I’m aware of your objections to it,” Craig said. “My philosophy is that if you see someone who can be an asset to the company, you go after that person. There’s nothing illegal or unethical about that.”
“Strictly speaking, you’re right,” Carol nodded. “Keep in mind, though, it leaves us open to other companies doing the same thing to us – having their HR managers call our people about switching.”
“Competition is the nature of business,” Craig pointed out. ” We do what we have to do to be successful, within the law and ethics.
“I really don’t see the problem here.”
If you were Carol, how would you respond to Craig’s idea of your cold-calling employees of other companies?
Mary Wilson, HR manager, Indianola, MS
What Mary would do: I’d have no problem with getting on the phone and calling people to see what we could do to interest them in our company.
Reason: Recruiting good people is part of HR’s job, so why not? I do have other methods I prefer to use to hire high-quality people, but I wouldn’t rule out cold-calling if that’s what the CEO wanted.
Judy Delisle, HR coordinator, Derry, NH
What Judy would do: In the end, if my boss wanted me to do it, I would. First, though, I’d point out that cold-call recruiting is a skill that requires training and experience, and that using me to do it instead of a trained “headhunter” might not get the best results. Of course, hiring a headhunter might not be feasible because of money, but trying to do the job of a headhunter might be a waste of time and money, too.
Reason: We preach that people here should have adequate training and experience to do any job they’re given, and this situation is no different from any other.
John Latino, program manager, Stuart, FL
What John would do: I’d probably do the cold-calling if necessary, but I’d make an appeal to be allowed to first use my contacts and network to find good applicants.
Reason: In my case, I have a lot of contacts and know a lot of people. Sometimes, just putting out the word to them will get some responses from good candidates – there’s always someone who’s looking to make a move. And with my network, I really feel that would be a lot more efficient and effective than just cold-calling people and trying to convince them to come over to you.
September 19th, 2008 at 10:59 pm
You can only steal that which is someone else’s property. People don’t “belong” to anyone and therefore cannot be “stolen.”
September 22nd, 2008 at 2:15 pm
John Latino ignored the request. The boss clearly told them who he wanted to meet with since he has met them before. I see nothing wrong with this providing the person switching companies is ethical and does not provide the new company with the former companies secrets. This is America and we are all entitled to find a better deal providing no one is knowingly hurt.
September 22nd, 2008 at 2:47 pm
I have actually had a Manager of a Masonry company come on my jobsite and recruit my bricklayers because his were, notheless, not qualified. However, since we are very good to our employees, none took the offer and I called the owner of the Masonry company right away and we got it squared away. At this point in time, that manager moved out of state to get a job and the other Masonry owner and I continually “swap good employees” when necessary and their is no more headhunting on either of our jobsites. It’s understood not to be “unehtical”. We pick up the phone and call each other. What a deal could be made if everyone just worked together. We are still fiece competitors, but when his bid is lowest and I am don’t have work for an crew, he gets them and for the most part, when I need them, I get them back unless they are in the middle of a project and then I do the most common thing, RUN AN AD IN THE PAPER…AND START TRAINING A NEW CREW. Wow, this is not a news flash.
September 22nd, 2008 at 2:54 pm
This is a job that Human Resources Professionals are hired to do, proactively recruit promising candidates by skill and tact, and the most desirable candidates are those currently working for the competition and not looking for another job. I’ve taken it a step further by asking supervisors to visit our competitors and speak with candidates about coming to work for us, and if that’s not possible, to get their names and I’ll take it from there. Supervisors are in a better position to recognize the most highly skilled candidates by seeing how they are performing on the job, finding out who they are, and letting me know who I need to get in touch with. Occasionally, the supervisor is recognized by competitors and asked to leave, and I train them beforehand to anticipate that as well. What is the worst that Carol Flores can expect? Harsh words? If you’re maintaining an employer of choice work environment, you need not be concerned about competitors trying to do the same to you. An employer of choice environment includes retaining and working along side the best people available, and that’s what HR is expected to make happen.
September 22nd, 2008 at 3:25 pm
Integrity is very important to me and although I’m not a very outgoing person, I have done this before and don’t see any problem with it. There are some restrictions. For example, I wouldn’t try to hire people away from a big customer. And if that customer’s employee applied for a position at our company, I would feel obligated to let the applicant know we would need to discuss the possibility of their employment with the customer before going further. But in general, this doesn’t seem to be an ethical problem to me.
Part of doing my job is helping people build the best possible team. If they have identified some exceptional individuals at other companies, I don’t have a problem calling someone to see if they are interested in exploring our opportunity. They can always say no. It might turn out that it’s not a good fit. But there certainly isn’t any harm in asking.
September 22nd, 2008 at 3:29 pm
I wouldn’t have a problem with it. IT’S BUSINESS! It happens all time. As Bryan said “People don’t “belong” to anyone and therefore cannot be “stolen.” and Marvin said “This is America and we are all entitled to find a better deal providing no one is knowingly hurt.” is straight to the point. Besides why would I want to run an ad, review hundreds of resumes, call in for the first of many rounds of interviews, etc. etc., when the right person could possibly be just an hour to two away from saying “When do I start?”.
September 22nd, 2008 at 4:44 pm
Coincidentally, we’re having something similar going on, with an exception that makes me a little nervous about the place I work. My boss also wants to “steal” an employee, but not from a competitor, from our biggest client. Then after we “learn their system” as he likes to call it, we would fire this employee. We’re in the interviewing process right now & what really makes me nervous is that I’m the one who’s going to be “learning the system”. I’m wondering if this sort of practice is common.. Because it’s starting to raise flags in my mind about my employer’s values..
September 22nd, 2008 at 6:06 pm
I’m wondering why no one is mentioning the requirments under the affirmative action policy? The case study doesn’t mention anything about the size of the company, however, if the CEO asked me to perform that request, I would advise him about possible legal issues. Especially if everyone on his “list” were white males under 40.
September 23rd, 2008 at 10:22 am
I have contacted competitor’s employees but not at work. I don’t like head hunters calling our employees at work so I don’t call prospects at other firms at their place of employment. I do a search and find their home phone and address. I start out by writing to them at home and then following up with a call. This has been successful and I don’t feel that I have tread on the competition’s turf.
September 29th, 2008 at 4:19 pm
Been there done that! When the field of potentail candidates is really narrow and the position requires specific credentials, it’s every wo(man) for themselves. It’s a cut-throat business arena out there and we all must survive. Isn’t that our job as HR, to recruit in the best possible candidates?