Do you need to make some important hires to make your 2020 goals? Let me share how we find and get into conversations with top candidates, plus, how we ensure our clients successfully onboard the person they want.
Should you opt to do this yourself, my tips below will help. If this is a key role and every week unfilled is lost opportunity, I recommend that you consider the return on investment of using an expert and outsource your search. There are several other benefits of using an outside recruiter to secure a top performer. Read more here.
Our 6 Step Fast Track to getting top talent:
Instead of waiting for top people to apply to a job posting, we don't wait because, given our current low unemployment, these people are not watching job boards. Instead we ‘head hunt’ and leverage every tech and AI tool available to us. Our goal is to reach a person when he/she is unsatisfied, unfulfilled and possibly contemplating a move – long before they have other options presented to them. It's no secret, when you target top profiles you increase your likelihood of getting a top person. Just like in sales, you only get 'lucky' when you talk to enough of the right people and open enough doors.
- Identify potential candidates Use tools like LinkedIn, Google, resume databases, Association databases, and wherever your perfect person might be, and build a big list of potential people (we do 60+). Quick tip: do some research on Boolean strings as these are very helpful in this process. Another Quick tip: If you come across higher-level profiles include them as they can help provide insights and referrals for your search.
- Make a list of potential companies your ideal person works at. Review company websites, press releases, newsletters, association links, LI and Facebook pages for key people, award winners and up and comers. Quick tip: find potential companies in places like industry publications, resumes of known performers, Capterra, and Association memberships.
- Ask for referrals from people in the know – industry leaders, advisors, board members, and other candidates.
- Reach out to your list and engage in a conversation. Quick tip: This can take many tries so don’t give up. Top performers are busy, and it might take many attempts and methods (LI, email, text, phone, FB, Twitter).
- Assess motivation, career needs, culture fit, and accomplishments. Quick tip: It is key to understand their motivators and needs first. It must be a win/win conversation, not just a pitch about your job opening.
- Interview the best fit candidates. Take it to the next step and move into an interview strategy with consistent questions to understand accomplishments, capacity and style. Engage others in the process. Quick tip: an interview strategy is important to help avoid implicit bias, group think, or rushed decision making. Read more on how to plan well to avoid these pitfalls.
Final quick tip: Be accessible and vigilant on timing for each candidate. Make sure you or someone else manages the process to ensure that no candidate is left in the dark or unclear on next steps. Assume each candidate is your next key hire and treat him/her this way. Candidates who feel valued, are clear on the process, and have their time respected, are more likely to start building trust and accept your offer. Read more on how to avoid common missteps that can lose a good candidate.
About the author: Leanne Abraham is the President & CEO of Premierehire, an Executive Search firm that works closely with company leaders to help them attract, recruit, retain and develop great people. Their highly consultative approach includes profile development, team assessments, job market competitiveness, SmartStart assessments and coaching throughout the process including support in the first 90 days. Their exclusive SmartStart program also helps with leadership and team development. Please call us to determine if we can help you find the talent you need and build your team (760) 579-0248.
To get more insights and expertise on how to attract, recruit and retain top talent please subscribe in the form on the right or below.