Recruiting Strategy

In the first part of this series I introduced the recruiters paradox. The Paradox is that unemployed / malcontents are the easiest people to recruit but they are the exact opposite of what managers want! If recruiters want the very best in a field they have to target content, employed people. That requires different tools than the more traditional approach to recruiting, …

World class recruiters find “names” rather than resumes Make a note ? Recruiters that rely on resumes miss the best candidates! Why is that? When you are seeking the very best candidates you must assume that because they are excellent at what they do, that they are currently working. Happy, employed top performers almost universally do not have (or need) updated …

When recruiters ask managers to describe their “perfect candidate” to recruit they usually describe them something like this: They are a top performer in their job. They have excellent technical and team competencies. They excel at getting things done, no matter what. They work at a major competitor/benchmark firm.

1/3 of salary is way too low for critical jobs. A bad "hire" can cost you millions if they lose a great customer or make bad decisions. The Quaker CEO cost them 1.4 BILLION on the sale of Snapple alone. Now that's a bad hire! (Ask any sports team what is the cost of a bad 1st round draft pick that leads the team to a losing season and then must be let go in a year or two!)