#TalentAttraction #Tuesday SOURCING YOUR CANDIDATES AHEAD OF YOUR NEED! GOLD MEDAL RECRUITING STEP 3

By RecruiterGuy | March 8, 2022

No, you do not need ESP. Of course, it would be helpful. How do Successful University and Professional Coaches succeed?

How do they consistently win in their conferences? They anticipate their recruiting needs and then target up and coming talent to fit those skills. University level sports coaching is difficult. Just when you coach up a player’s skills to reflect the ability they can play, they graduate or enter the professional draft.

Coach Lisa Bluder, the University of Iowa Woman’s Basketball coach, has a difficult job. Despite only coaching a talented player for 4 years – and then they leave, Coach Bluder is well respected through the Coaching community as a masterful Coach.

Of course, you may say, “What about the New England Patriots Coach Bill Belichick?” I have tremendous respect for all that Coach Belichick has accomplished. He is certainly one of the greatest NFL Coaches of all time. Unlike Coach Lisa Bluder, he may keep his players for 10 or more years. This provides him with more stability to run his game plans.

Why Are NFL and Women’s Basketball Coaches In This Blog?

These coaches have a difficult task when attempting to create teams of talented players who fit their culture. The university teams know that barring player injuries, the players will leave in 4 years or less.

How does that compare to your business? Business owners have more control over staff – their selection, mentoring, compensation, and promotion. Unfortunately, many do not realize the importance of Managers sourcing their own team members. Managers may meet talented performers on airplanes, at conferences, and even on vacation.

One aspect of Manager training needs to mentor Managers to become more active in the Attraction of key team players. They are in a position that no one outside of their team can take – they directly know the responsibilities of their current employees and the talents they need to attract to raise the performance of their team.

Typical Human Resource staff rarely leave the confines of the HR office because they are too busy. How would they know what talent that team needs unless it is painfully obvious? Therefore, managers need to be coached on tracking potential additions to their team and keep those people interested in developing the mutual relationship.

Hiring Managers Need To Be Their Own Scouts

By now, you know that my mentoring through my blogs will provide you with thoughts that may go against the grain of common thought. With over 40 years of expert professional recruiting experience, I rarely meet a Manager who is their own Talent Scout. When you meet these Talent Scout Managers, you will note that their team outperforms the other corporate teams.

Why would their team outperform other teams? These Managers are in the Top Ten Percent of Managers. They know exactly the skills their team needs to improve to increase their performance. They do not wait for Human Resources to post a position and pray that the best candidate is looking and applying.

These Managers have scouted their competition and ATTRACT performers who are in the Top Ten Percent of their industry. They know the Secret that 90% of managers do not know – Top Talent ATTRACTS Other Top Talent! People who are at the top of their game love to be surrounded by other people at the top of their games. Over time, the team is doing the recruiting for their Manager. They know who contributes to greater success, and who is simply floating in the currents of their company. They recruit the Contributors.

I saw this happen on one of my recruiting contracts. Members of the IT staff and telecommunications engineering staff were attracted to a start-up company by former members of their team who joined the start-up. When the “candidate” was walking in the door of the start-up, they received Good Luck texts from their current team members.

Talent Attraction Mirrors The SALES Process Perfectly

Over the next 12 weeks, we will explore each step of the SALES Process that is called Talent Acquisition, Recruiting, Recruitment, Talent Attraction – and in some organizations !#%@%$&$^*.

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 –

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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.

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

Bill@RecruiterGuy.com 435-714-4425

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

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