TalentAttraction #Tuesday IT’S THE WINTER OLYMPICS! ARE YOUR ORGANIZATION’S RECRUITING PRACTICES GOLD MEDAL WINNERS?

By RecruiterGuy | February 8, 2022

Excitement is in the Air! The athletes are competing and doing their best to represent their countries on the podium.

What about your Organization? How do you compare with companies that are your competitors in the race for the best talent? There are many talented professionals and hourly workers who are searching for their next position right now.

Are You Happy With Your Company’s Talent Attraction?

If your answer is “Yes!”, you are more fortunate than most companies. If your response is “Yes, but…”, you may want to continue reading. With over 40 years of recruiting and Talent Attraction consulting experience, I have seen few organizations that Attract Talent rather than Recruit (hopefully) Talented Candidates.

Some Silicon Valley companies used to have top talented individuals beating on their door. Then, after an acquisition, their culture changed. With that change, some of their top talent professionals moved on. Since talented professionals like to work with other top talented professionals, the company’s Recruiting process became difficult.

What Is RecruiterGuy’s Secret To Attracting Top Talent?

Shhh! The Leaders who already stopped reading will miss this important secret. The Talent Attraction process mirrors the SALES process perfectly.

Is your company attracting top candidates – or attempting to “acquire” talent (i.e., Talent Acquisition)? Far too often, Human Resource Generalists try to acquire talent by posting on Job Boards with a vague job description that attracts hundreds of unqualified candidates. Then they may brag that ”They received 200 candidates to their posting!” Then the Applicant Tracking System screened many candidates out, including the Harvard MBA. This happens daily. Remember, I am an Expert Recruiter and Career Coach. The Harvard MBA is languishing in your system because no one realizes they are in a SALES process, not an administrative process.

How Do We Solve This Problem?

If your organization finds itself where recruiting has become “Ground Hog Day” with the same excuses why there are “No qualified candidates” or “No one wants to move here” or “Our pay is too low”, or a dozen of other excuses that I have heard, have you considered a reorganization?

What organization in your Company is feeling the pain of a lack of top talent? Human Resources? Not likely, they used their network to attract the people they want. Operations? This is where I hear the complaining managers – “HR does not seem to be able to find people with the skills that we need.”

Which organization in your company has SALES Managers? Not HR – that is an Administrative/Compliance organization. How well do compliance individuals SELL? Sales are not one of their competencies. Most HR Compliance people will tell you they do not Trust Sales Professionals.

If Operations is where the recruiting pain is felt and is where Sales Managers work, why not consider reorganizing Recruiting into Operations? Then, recruit recruiters who are sales professionals.

Last spring, I was hired to take the place of an HR Generalist who said he was a “Contract Recruiter” but left to take a full-time position with another company.

While searching for a true Recruiter, this person applied for the Full-time Employee Recruiter position at my client where he just left them in the lurch. I helped my client fill some important positions while conducting my search for a recruiter. I networked my way into an agency where there was a Recruiter who was interested in another position.

We conducted interviews with this HR Generalist and an additional one. The third candidate came from a Recruiting firm. There was a clear difference in the approach of the Recruiter than the HR Generalists. When I asked all 3 candidates how they identified candidates, the HR Generalists struggled to produce a plan beyond posting on Indeed or LinkedIn. The Agency Recruiter discussed different methods they used to find new talent instead of the same old job board talent. Night and Day!

Is Your Company Willing To Go For The Gold?

Are you willing to make changes to improve Candidate Sales? Or are you simply continuing to follow the same practices while hoping that “POOF!” the practice improves?

Olympic Gold Medal Winning Athletes are not satisfied with finishing 6^th or worse. They identify someone who may coach them to be the best in the world!

Are you going to settle for last in the Talent Attraction competition – or are you going for the Gold Medal?

Recruiting is Not Magic. It is Focused, Hard Work.

Talent Attraction is Better than Talent Acquisition!

If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

My Talent Attraction speeches benefit your Association Membership and your Organizations. Please consider – If my Speech saves your members only ONE Recruitment fee, it has paid for itself.

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.

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/

Why am I known as The Candidate Whisperer? See below –

NOW AVAILABLE on Amazon! Expect Success! The Science Of The Over 50 Career Search. This book is a game-changer for every professional searching for a new Career. Want to learn how to leverage your current position to a higher paying Career Position where you Love to Work? Expect Success!: The Science of the Over 50 Career Search – Kindle edition by Humbert, Bill . Self-Help Kindle eBooks @ Amazon.com.

Mark Victor Hansen (Co-Founder of Chicken Soup For The Soul series) endorsed my book! “You get what you expect in life. It’s true scientifically and theologically. Bill Humbert now shares irresistibly compelling insights on how to use it to achieve every good thing you want.” MVH

With over 40 years of Talent Attraction experience, I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

See you on Tuesdays! Feel free to click on Follow Us to receive my #TalentAttraction Thought Leadership every week or to Share my “Just Saying” Thought Leadership with your Network through Twitter and Facebook.

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

Content is licensed CC-BY-ND (Creative Commons Attribution-No Derivatives 4.0) The right to reprint is hereby granted if the copyright notice and contact information remain with the article.