Growth isn’t just a luxury for most businesses; it’s a necessity.

Think about the basketball GOAT, Michael Jordan. His Air Jordan shoes are timeless and still coveted by kids and adults alike nearly 40 years after their launch. This iconic shoe also catapulted Nike into the biggest shoe brand in the world. If you’ve seen the movie Air, you know Jordan wasn’t with Nike initially.

The deal happened because of relentless recruiting from Sonny Vaccaro, who was dogged in his pursuit and never stopped until MJ joined. In business, we need to think like Vaccaro, always looking for top talent and ready to seize opportunities.

Let’s dive deeper into why everyone needs to be a recruiter and how you can supercharge your recruiting efforts. Below are five steps that can help you supercharge recruiting in your business.

1. Recruiting is everyone’s job

Recruiting is critical to the success of your organization. From the intern to the C-suite, each person is a brand ambassador for your firm. So, how do you get buy-in from the entire team? It starts by reframing recruiting as a fundamental part of everyone’s role — not just HR’s job. Every employee should see themselves as a brand ambassador and recruiter.

Communicate the importance of recruiting as part of their role. Make it clear that the company’s success depends on attracting and retaining top talent. Share stories illustrating how employee referrals often lead to the best hires and highlight how competitors leverage their entire workforce to scout talent.

To make this shift, start with leadership. When leaders actively participate in recruiting, it sets a precedent for the rest of the team. They must be visible at industry events, on social media, and within professional networks. Their engagement will signal to the entire organization that recruiting is a priority. They should also encourage employees to attend industry events, webinars and other networking opportunities. Provide them with the resources they need to effectively discuss your company’s culture and values.

2. Foster a culture people love

Your employees’ attitude, work ethic and overall experience shape how the world perceives your organization. Negativity and toxicity are contagious, rapidly spreading through the ranks and repelling the very people you’re trying to attract. However, a positive, engaged workforce has the opposite effect: it becomes a magnet for the best and brightest. That energy radiates outward when your people are buzzing with passion and purpose. Prospective recruits take notice and want to be part of that winning culture. Create an environment where employees feel valued, respected and empowered.

To foster this culture, start by recognizing and rewarding employees’ contributions. Public recognition can boost morale and reinforce positive behavior, whether in meetings, newsletters or on social media. Implement regular feedback mechanisms to ensure employees feel heard and valued. Create opportunities for employees to grow within the organization through professional development programs, mentorship and career progression plans. An engaged and motivated workforce will naturally attract top talent.

Related: Employers Are Complaining They Can’t Find Qualified Talent

3. Train your team to be all-star recruiters

What makes a good recruiter? Vision, persistence and a keen eye for potential. Just as Vaccaro saw greatness in Jordan before anyone else, your employees should be trained to spot talent that aligns with your company’s values and goals. Encourage them to be proactive, to reach out to promising candidates, and always to be recruiting.

Teach your employees that persistence is key and that the best candidates may not be the most traditional ones. In a competitive job market, the best candidates are often already employed and may need to be courted over time. Recognize that candidates who may not have all the traditional qualifications might possess the drive, creativity and cultural fit to make them successful in your organization.

A commitment to training and development attracts top talent and turns your current employees into better recruiters. When employees see that the company invests in their growth, they’re more likely to stay and to recommend the company to others. Offer training on effective recruiting techniques and the company’s specific needs. Provide resources and tools to help employees identify and engage potential candidates. Encourage ongoing professional development so that your team remains skilled and knowledgeable about industry trends.

4. Offer incentives for recruiting

Incentives can be a helpful motivator to get all employees to participate. Monetary bonuses are an obvious choice, but non-monetary incentives can be just as effective. Consider offering extra vacation days, public recognition or opportunities for professional development. Tailor incentives to what your employees value most. Make the referral process simple and transparent so employees know exactly how to participate and what’s in it for them.

To maximize the effectiveness of these incentives, ensure that the referral process is straightforward and user-friendly. Regularly communicate the status of referred candidates to the referring employees. This transparency and recognition will encourage more employees to participate and take ownership of the recruiting process.

When you have wins, celebrate them. Recognize employees who successfully refer candidates through internal emails and shout-outs at team meetings. By celebrating these successes, you reinforce a culture of recruiting and motivate others to engage in the process.

Related: 9 Ways to Recruit the Best Talent for Your Startup

5. Focus on continuous improvement

Recruiting is an ongoing process that requires continuous improvement. Regularly reviewing and refining your recruiting strategies ensures they remain effective and aligned with your company’s goals. Staying updated with industry trends and best practices is essential to keep your recruiting process competitive and relevant, as is soliciting and implementing feedback from employees and new hires about the process.

Investing in recruiting technology can significantly streamline and enhance your efforts. Applicant tracking systems, recruitment marketing platforms and similar tools can help manage the recruiting process more efficiently and effectively. These technologies enable you to handle larger volumes of applications, automate repetitive tasks and improve the overall candidate experience.

Continuous recruitment improvement is not just about adopting new technologies and strategies but also about fostering a culture of feedback and adaptation. Encourage your team to seek out and implement innovative practices continuously and regularly assess the impact of these changes. By embracing a mindset of constant evolution, you ensure that your recruiting efforts remain dynamic, efficient, and effective in attracting top talent.

Air up your talent

Just as Nike’s success was fueled by great recruitment, your company’s success will also be determined by the talent you attract. Make it clear that finding stellar candidates is a shared responsibility and tie it directly to overall business growth and success. Incentivize employees to network actively, attend industry events, and build relationships that could lead to future hires. Great recruitment is the tipping point to success or failure in the business game. So, lace up your sneakers and get ready to hit the court.

Your next star player is out there, and it’s up to every team member to find them.