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.
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.