TALENT ATTRACTION Is NOT “JUST RECRUITING!”
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Which solution is better for companies attempting to hire the Best Talent?
Have a line of the Best, most Talented Candidates at the entrance of the business wanting to work for your organization – or posting on Job Boards and hoping the best candidates are looking at your posting? Hint – They are not!
The best candidates Think they are happy where they currently work. They must be Attracted to their new workplace to provide Positive, Measurable Impacts – and Have Fun…
Most companies follow the Human Resources practice of Recruiting as a combination of Administrative and Compliance functions. Therefore, they post open positions on Job Boards and the Company website – and Hope the best candidate applies.
Recruiting mirrors the SALES Process perfectly. Click on this link to see the proof – www.recruiterguy.com/sales-process-equals-recruiting-process/ When was the First time that a professional with Administrative or Compliance experience led your Organization in Sales? Probably never.
Why do businesses pay recruiting fees to Professional Recruiters?
- Their staff do not know how to attract the top performers.
- Their staff do not know how to “sell” candidates.
Conferences are great sources of information! Listening to conversations in the halls of the conferences sometimes provides valuable insights into company practices.
I attended a Society for Human Resource Management (SHRM) conference. In one of the hallways, I heard one of the presenters say, “If the candidates are Not following our hiring practices, we are not interested in them!”
Does that sound like a Sales Professional speaking? Not any that I would recommend my clients to hire.
How many times do you feel I may have heard a candidate tell me, “I am very happy here. I am not interested in moving to a new company!” The quick answer is most times I hear that knee-jerk response.
How will someone who is not a Sales Professional respond to that statement? “Okay.”
A Professional Recruiter with experience will respond with some variation of, “I totally understand. What do you really like about working there?” After their response, I may say something like, “Yes, that is great! I understand. Where do you want to grow in your organization?” (Now our conversation is about THEM, not me or my client). “What do you need to do to be promoted to that position?” (provides me with proof of how happy they truly are – or not) Then I ask them, “What would you like to see improved in your current position?” (I am proving to them that I am interested in their career – and I am!) This is typically where the cracks in their “Happiness” appear.
At this point in the conversation, depending upon the tone of their voice, I may ask, “May I contact you in the future if I identify a position that mirrors what you are seeking – with a nice increase in compensation?” Most times, they say yes.
Does this sound like the conversations your Corporate Recruiters have with potential candidates? Generally, when I coach Corporate Recruiters to follow that practice, their response is, “I don’t have enough time for that! I need to fill positions with people who are interested in the position by replying to our posts.”
Isn’t it interesting that a recruiter who is paid on commission can find the time for these conversations – and not the person inside the business who is paid on a salary basis?
News Flash! The best candidates “think” they are happy. In follow-up conversations, when the right questions are asked, their feelings change.
I will leave you with this Talent Attraction Consultant secret. Once a company develops a reputation and culture of hiring the best employees, the Best Talent will beat a path to your entrance.
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Bill’s BIO
With 40+ years of Expert Professional Talent Attraction Consultant experience mingled with 26+ years of Expert Career Coaching Experience, Bill is uniquely qualified to Speak, Author, and Consult on Talent Attraction, Career Search, and Proper Goal Setting.
Bill began recruiting in 1981 in Washington, D.C. as a fee-based recruiter. He started his own business in 1990 and then focused on consulting and recruiting for one company at a time and charging a flat monthly fee. He has been highly successful with this model and worked with companies in multiple industries (Telecom, Construction, Financial Services, Manufacturing – Food and Consumer Products, Management Consulting, Renewable Energy, etc). His most recent recruit was the Chief Operating Officer (COO) for a Restaurant Chain. She started on March 1, 2023.
During the Pandemic, from May 2020 to May 2022, he wrote 104 consecutive weeks of #TalentAttraction #Tuesday blogs and 104 consecutive weeks of #JobSearch #Friday blogs on his RecruiterGuy.com website. For over 26 years, he has coached hundreds of Professionals in successful Career Searches.
He has written 3 Career Search books. The latest, EXPECT SUCCESS! The Science Of The Over 50 Career Search, received a 5 Star Review – https://readersfavorite.com/book-review/expect-success.
