This is Prime Time for Top Managers to attract Top Talent for their teams! In his book, “Topgrading: How Leading Companies Win By Hiring, Coaching, and Keeping The Best People”, the author Bradford D. Smart, Ph.D. distinguishes the top 10% of company performers as “A Players”.

At the end of October 2020, according to the US Bureau of Labor Statistics in Table A-6, there are 12 million US Workers who are either out of work or underutilized (working part-time or in lower level positions just to earn some income). If the “A Players” are the top 10%, there are over 1,000,000 “A Players” actively searching for new careers right now!

Some people will tell you that companies do not RIF Top Talent. Do not kid yourselves. Most companies do not measure employee performance accurately. For instance, does your company require managers to work with their team to create the 3 month, 6 month, 9 month, and 12 month goals for the next year? If not, how do you measure staff performance? If the manager does not inform the employee their expectations for the next year, how do they measure success? With a Dart Board? “He ‘Exceeded Expectations’? Ooh, Let me try another dart…”

Top Talent Is Available Now!

In the past week, three professionals (from two industries) I coached accepted offers for their next career. One was a CFO with a long tenure at his previous company. A second received an offer that is a potential life changer for them.

What are you waiting for? The new budget year? Recruit and interview Top Talent NOW – and start them in January – the new budget year.

Of course, your company does have another alternative – wait for the first week of January to begin to recruit when everyone else is, and most likely miss out on the Top Talent. How many times have you had to hire someone because they fogged the mirror? How did that work?

How Do We Source Top Talent Now!

My business for the past 40 years has been Recruiting and Talent Attraction Consulting.

Have you contacted coaches from the Career Transition Industry? There are large companies – Lee, Hecht, Harrison, and Right Management and Challenger, Gray, & Christmas. There are also smaller regional companies in the industry, who may have closer ties with their out of work clients. In Seattle, there is WaldronHR (VP Kate Lang) and in Cedar Rapids, Iowa, there is Corridor HR Solutions (Founder Jennifer Lawrence).

My preference is to actively source and Recruit Top Talent through my network, and every available other source, including actively sourcing, but not posting, on LinkedIn.

Too many companies post their positions on Indeed or their corporate website. Then they require candidates to complete an application prior to a conversation that develops mutual interest – that method is clerking, not Recruiting. And Top Talent leaves your website in droves if they need to spend time completing an application prior to a conversation. Now you know why your managers complain they do not receive the best candidates.

Start Attracting Top Talent Now – And Win The Race for the Best Talent! 

They are out there and actively searching for a new position. They want to interview NOW, and Start in January. This enables them to have one of their first holiday seasons in years to relax and enjoy the Holidays. Does that make sense to you?

I know that they are available because I am coaching 4 professionals right now in their searches. As a Talent Attraction Expert, some people refer to me as The Candidate Whisperer because of my coaching and my three books on finding a new career.

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

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.

The 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.

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  My book includes an appendix with action verbs and sample interview questions.

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.  435-714-4425

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