TalentAttraction #Tuesday WHAT IS THE FIRST FOUNDATION STEP TO GOLD MEDAL WINNING CORPORATE RECRUITING?

By RecruiterGuy | February 22, 2022

This is the second in the series of Talent Attraction Tuesdays where we focus on the foundation of Gold Medal Winning Corporate Recruiting. We will run through the series of Steps over the next two months.

Regarding the photo, I live in Park City, Utah, and am a volunteer Bobsleigh and Skeleton official – and I rode the Bobsleigh with a professional driver at Utah Olympic Legacy Park – What a Rush!

What Is The First Step?

As in any Foundation Steps, the first several steps set the tone for the balance of the process. Recruiting mirrors the SALES Process perfectly. The earlier that an organization understands that their recruiters need to be Sales Professionals, the sooner their recruiting process will evolve to a Talent Attraction Process.

The Talent Attraction Process is better than the Human Resource “Talent Acquisition” Process – oh, and simply changing the name, as Human Resources is wont to do, does not change their Process.

Since Operations feels the pain of poor candidate selection and has Sales Managers who understand the Sales Process, would it be wise for Operations to own Talent Attraction? Consider, Professional Recruiters who are successful will generally be nice to the Human Resource professionals. Then build relationships directly with the Hiring Managers. Why? Let me tell you a little story…

My client was a company whose commercials you see often on television. One year, when I was recruiting on a fee per person who started (Head Hunter) basis, I introduced 5 IT professionals to them – just 5. The reason that I only introduced 5 candidates to them was I met with the Hiring Managers Ahead of the Introductions. I knew exactly the skills and experience they sought. They hired each candidate that I introduced to them. The Managers were Ecstatic! The last of the 5 candidates started in December of that year. In January, I received a letter from the Human Resource Department. They removed me as a vendor because I did not send them hundreds of resumes, most of whom were a waste of time. The Hiring Managers pulled their hair out when I told them I could no longer work with them! I called my contact in HR to question why. Her response? “Company Policy.”

Too often, the Human Resource Department, since it is an Administrative/Compliance Department in its other roles, measures the wrong activities. Instead of measuring the number of hires per resume submitted, they will measure the number of resumes submitted. Then they proclaim “Success!” when they receive more resumes than last year. And the Executives congratulate them on their success, while the Hiring Managers are struggling to find one good (not Great) candidate among the piles of electronic resumes. Are you aware that your company’s Applicant Tracking System may screen out a Harvard MBA? It is true.

What Solution Will Solve The Talent Attraction Problem?

Since the lack of great candidates creates pain for the Operations roles, isn’t it time for Operations to control its candidate destiny? Companies reorganize when they feel the pain from a lack of productivity, a lack of profits, or a lack of success. It is time to Delete Recruiting from HR.

How many SALES Managers with Sales Goals are Human Resource Managers? Have you Ever seen a Compliance professional successfully manage a Sales team? There may be one or two out there, but Sales instincts and skills are generally not the same as Compliance instincts and skills.

Would you like to know something that is Magical? Top Talented Individuals attract other Top Talented Individuals. If your Recruiting Sales team attracts Top Talent and your managers are trained to engage and retain them, your organization will attract more Top Talented Individuals because they like to work with each other.

That is the time when your company will absolutely take off – all because of a small reorganization.

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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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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