5 Things Recruiters Can Learn From the Birth of the Royal Baby

May 6, 2015

This week was a big week for the British royal family, as they welcomed a new member, Princess Charlotte Elizabeth Diana of Cambridge. Charlotte, the daughter of Prince William and Kate Middletown, is now fourth in-line in the throne, behind her grandfather, father and older brother, Prince George.

The birth has caused the expected media saturation (including a countdown of how long Charlotte has been alive) and an industry upon itself, as the type of shawl Charlotte was wrapped in is selling out online for a mere $53.

But, the birth also spawned something else: some valuable lessons for recruiters.

Sure, the only true way to become recruited into the royal family is through birth - unless you want to start a war - but there were a few royal steps along the way that recruiters can certainly learn from.

Think social first

Are you aware how the royal birth was announced? On Twitter:

Since the announcement, the royal family has continued to Tweet, including the announcement of the princess’s name, the official birth certificate, quotes from Prince Harry and thanks to the hospital staff. Every recruiting team should do the same and talk to candidates via social media. Doing this will engage candidates and grow your audience and well as highlight your company’s employer brand.

Make your communications interactive

The royal family’s social activity wasn’t just a one-way feed. Through Twitter, they asked for photos of other family’s new additions:

And then posted the best of those photos on a visually stunning blog.

For recruiters, being interactive on social media is a great way to build a relationship with your followers, not to mention prospects.

Stay in the action

Regarding the actual birth itself, there’s a lesson for recruiting leaders. Prince William and Kate have no plans to hire a second nanny or baby nurse to help raise Princess Charlotte.Instead, they’re staying with the one they have for Prince George.

Now, I’m not so naïve to believe William and Kate will face the same rigors of child rearing normal people do. But still, just a generation ago, royal children were raised almost entirely by a team of nurses and nannies.

Like William and Kate, recruiting leaders should get in the trenches by continuing to do some recruiting. This will keep your feet firmly planted to the ground and earns you the respect of your employees.

Treat men and women as equals

Two years ago, the British Parliament passed the Succession to the Crown Act 2013, which gave equal rights to women in the royal family. Essentially, it said that a younger son could not supersede an older daughter’s claim to the throne because of his gender, which has previously been the case.

The business world should take note. Companies who treat women unfairly, such as by paying them less then men, are essentially destroying their employer brand (and just aren’t being cool). Recruiting teams can take the lead on this by offering a woman the same salary they’d offer a man.

New people transform an organization

Queen Elizabeth is Britain’s longest-tenured monarch. Prince Charles is next-in-line for the throne. And yet, when’s the last time you read a story about them?

The focus, fair or unfair, is on the new generation of Prince William and Harry, Kate and Pippa Middletown, and now Prince George and Princess Charlotte. Same goes for any company – new hires transform companies, for better or worse.

That’s just one more reason why hiring matters so much. We often think as a company’s culture as static, which new people comply to. But new people change cultures as well, as does the perception of that new hire.

So remember, the next time you hire someone, they’ll be the talk around the water cooler for the next week or so. Are they a good fit? Are they nice?

Hopefully, those answers are yes. And that goes a long way to building a great organization.

Image by Kensington Palace twitter account.

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