The goal in an executive search isn’t to find the best talent currently looking for work, or at least it shouldn’t be. What it should be: finding the best talent, period. And herein lies the recruiting challenge: the best talent isn’t looking for work. They already have jobs – good jobs.

Research shows that the revenue and EBITDA growth of companies which are adept at recruiting Tier 1 Talent are significantly greater than those companies which miss the mark recruiting.

Hiring Greatness Summary

Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition – CLICK to DOWNLOAD

Business leaders know that companies with great executive talent significantly outperform their competitors. Additionally, globalization, attrition, and changing demographics have led to a scarcity of talent.  So, it should come as no surprise that the competition for talent is fierce. 

It’s not enough to entice candidates with money; the best ones are already well paid. Attracting and landing talent requires more than an open checkbook. It necessitates using a deliberate process to create interest and draw the talent to the opportunity, a process which lets the company subtly connect with prospects on both a logical and emotional level.

How you find someone who isn’t actively looking for work and get them to raise a hand and say, “Here I am!”, while simultaneously assessing their fit, is the new recruitment paradigm. It’s not an easy feat. One needs a clear understanding of every prospect before first contact is initiated. Attracting the best requires a recruiting campaign custom tailored to each prospect.

All this to say that effective recruiting is now at the core of what builds competitive advantage.  The Perry-Martel Inside-Out Approach helps organizations to successfully address the recruiting challenge.  Once the Perry-Martel Inside-Out Approach is embedded in your organization, your recruiting team will be able to continue to build competitive advantage on their own.