#TalentAttraction #Tuesday – DETAILS MATTER, ESPECIALLY IN TALENT ATTRACTION

By RecruiterGuy | August 4, 2020

It is easy to discern the Top Managers in a company. Their attention to detail stands out.

It is also easy to tell who the less skilled managers are. Their attitude tends to be, “That’s good enough.”

Over the past 39 years as a professional recruiter (no pretense here nor do I need a fancy title), determining a person’s skills as a manager becomes very clear in my first meeting with them.

Traits Of A Top Manager in Top Talent Attraction

Top Managers mentor their team while always on the lookout for Top Talent to augment their team. They know exactly what skills their team needs to improve team performance.

Participating in top talent attraction, the best managers are happy to contribute information that assists their recruiters in sourcing the perfect fit for their team.

More importantly, they are always keeping an eye out for talent they may tap in the future. In many companies, these managers use Human Resources to handle their paperwork (not saying there are no excellent corporate recruiters – they are few and far between).

When I ask these managers for the 3 month, 6 month, 9 month, and 12 month goals, they lay out the entire year for me. No excuses about the uncertainty of the future. They know exactly what they need to improve the team’s performance. Once a professional recruiter knows the goals, they know EXACTLY what skills, attributes, and experience the candidate needs to succeed during the first year.

Since the job description is the foundation of a talent search, understanding the goals is key to identifying, attracting, and landing the best performers. These are the important details that determine the success – or failure – of a search.

What Is The Unfortunate Norm?

Far too often, companies let vague job descriptions slide through from less than stellar managers. When you hear a corporate recruiter complain they have 130 applicants for a position, that tells me the job description is too vague. Sure, the employment economy plays a role. In my experience as a Career Transition Coach, candidates tell me they applied for positions because they weren’t sure what the company is looking for. When I look at the job description, I have to agree.

What Are The Important Details?

Make the foundation of the search solid. Require the 3, 6, 9, and 12 month goals for the next year to open a new position. If a manager cannot give this information, why do they need to hire someone else?
Train your managers and HR recruiters to effectively interview. Corporate recruiters should know how to screen talent IN and out. If a manager has not been trained to effectively interview, They Certainly Have Not Been Trained How To Select The Best Candidate.
Managers need to regularly communicate with their staff to determine if they are on target to reach their goals – or not. If not, what can the manager do to help their employees get back on track?

With my years of experience, I am the Candidate Whisperer. Top Talent craves these details.

If a job is worth doing, isn’t it worth doing well? Details matter.

The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/

Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with sample interview questions.

I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

See you on Tuesdays!

Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.

Bill@RecruiterGuy.com 435-714-4425

https://www.espeakers.com/marketplace/speaker/profile/23767/Bill-Humbert

USA 01-435-714-4425 Bill@RecruiterGuy.com

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