Finding What’s Important

More than ever in our history, huge value is being leveraged from smart ideas – and the winning technology and business models they create. So the people who can deliver them are becoming invaluable, and methods of employing and managing them are being transformed.

The candidates that you are looking for, are not looking for you. They already have a job. Almost certainly a good job. They will not be scanning the “Careers” section.

How do you find someone who doesn’t raise a hand and say “Here I am”?

The Location Process: The Old Way

Employment agencies which use advertising to recruit candidates typically yield the “Best of the Unemployed”, the “Best of the Unhappy” and “The Best of the Unqualified”. Truth is: the Winners and achievers you want are busy winning and not reading the newspaper ads or registering with Employment Agencies. BUT they are reachable by a Professional Recruiter.

Lame and Tame Approaches

Everyone has heard the recruiting call that starts “… who do you know…” This is the hallmark of an inexperienced recruiter, hoping you’ll say “why that person you described is Me and I’d love to meet your client…”

This over-used ploy today nets the response “I don’t know anyone…” and a prompt hang-up. This conventional and unimaginative approach ends quickly and doesn’t garner the recruiter any opportunity to present the career pitch, peak their interest, or qualify their background. Prospective candidates hang up quickly because the recruiter is deemed to be “light”. This doesn’t afford the recruiter the option to repackage and represent the offer.

There Is An Alternative…

Candidates are more sophisticated than ever and expect Recruiters to be professional and knowledgeable. So many people now manage their own careers aggressively, that if they are going to talk to a recruiter they want someone who can talk to them, their industry and their challenges.

As a recruiter you need instant credibility, spontaneous bonding and respect in less than 30 seconds – on your 1st phone call.  You need staying power and the ability to repackage and re-present an opportunity around a candidate’s needs.

Recruiters can’t afford to waste a prospect by using the hackneyed “who do you know” question. Because they do know! Winners know they are winners, but they’re not going to waste time telling you something obvious. So a potential candidate for your organization will get turned off in disdain, by an old approach.

Traditional recruiters are actually human relations amateurs, and that is why the placement industry has such a high turnover. These unprepared people get shot down in flames by yet another prospect before they even get a chance to tell the story of the opportunity.

Candidate Universe Ecosystem: Figure 4.3 – “Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition” {John Wiley 2016: Perry, David and Haluska, Mark}

Today, Science!

Research must underpin a Search project. The upfront work is often laborious even tedious and not enjoyed by many search professionals who simply want to sell the project.

But good research makes you able to tightly target your prospects. Hone the message and deliver it to the exact right individual. You are able to speak from a reference point of knowledge about them, their company, their industry , their challenges and therefore emphasize the positives of your opportunity.

You bond instantly. You develop a relationship. You’re trusted. You’re an advisor and they refer you to their friends and associates even when you don’t expect them to.

The process has changed to one of scarcity. Now all candidates are scarce and demographics will keep it this way. The good ones are being hidden by their company’s management. They’re incented to stay. They need to be wooed.

They need to be enticed in the most professional manner possible.

How?

First, you have to be able to select a career opportunity that would be of interest to a rising star. Not an easy feat. You need to ask the clients the hard questions beyond “Why should someone take this job?” to really understanding the business drivers: their market pressures; their culture inside and outside the Boardroom; The dynamic beyond a snap shot in time of your current needs.

You need to understand the career implications and be able to relate them to a complete stranger –often thousands of miles away – who is happy, productive, and achieving for someone else. It takes more than 4 minutes on the phone to do that. We have a Proprietary Process that sets up the “close” from the beginning right through to the end.

And that Process, is painstakingly thorough — because it’s your future we’re creating.

Flight of Value