Subject: In case you haven’t heard…
September 3rd, 2013
In case you haven’t heard, on Monday Diana Nyad became the first person to swim from Cuba to Key West without a shark cage.
What’s even more impressive is that Ms Nyad is 64 years old and this is the fifth time in 35 years that she has attempted this 110-mile swim through the Florida Straits, notorious for its strong currents, sharks and swarms of stinging jellyfish.
After completing the 53-hour feat, Ms Nyad shared this…..
“I have three messages…
One – we should never, ever give up.
Two – you are never too old to chase your dreams.
Three – it looks like a solitary sport but it takes a team.”
Recruiting Top Talent for your company is much the same as the messages Ms. Nyad gave people to inspire them.
“We should never, ever give up”.
Recruiting Top Talent is much different than just selecting the best person who applied for your position. It takes a lot of time to gain their trust that working for you and your company is the right career move for them. The candidate engagement process usually takes longer as Top Performers can always get a job, but if you have something that they feel would enhance their career then you have a chance of getting them. Remain engaged with Top Performers that turned you down and reach out to them again when another opportunity comes open at your company. Perhaps the timing may be better for both of you the next time around.
“It looks like a solitary sport, but it takes a team”.
It really does take a company wide effort to effectively recruit Top Talent to your company. Remember the saying “First Impressions Are Everything”. Well how many of you inform your front office people when you have a candidate coming in for an interview? How many of you have polled your top performers on your team to find out what attracted them to come work for you, and what they like about working for your company? That information helps define your company culture that you and your team can discuss during the candidate interview. It really makes a great impression when the candidate hears the same message about what makes your company culture so strong from everyone they interview with. Never assume that everyone on the interview team really knows what makes your company culture great.
Have you obtained collaboration and agreement upfront from your interview team and boss? Run the goals and expectations of the position that you came up with past everyone in your company that will have a say in who gets hired, and/or who will be on the interview team/committee for that position. This will save you time, frustration, and sometimes embarrassing moments by just making sure everyone is on the same page with regard to goals and expectations for the position you are recruiting for.
Do you have a senior company official lined up to help you recruit your top candidate? Imagine the impact it would make if a candidate received a call from the company President, or department SVP to tell the candidate that they have heard great things about him/her and that they are looking forward to having them on their team.
Since Top Performers go about finding new employment opportunities differently you need to examine your process and team for recruiting them from beginning to end. How messages are written, how prospects are developed and nurtured, how their application process is designed, and how the best people who are not looking are interviewed, recruited and hired.
You can get other ideas on how to effectively recruit Top Performers by getting my free eBook:
“7 Killer Mistakes Stopping Top Performing Candidates From Ever Joining Your Company”
Let me know your thoughts about this article and if there is anything I can to do help you.
Tony Bengtson, SPHR
Precision Recruiting, Inc.
CTRN Founder and President
Coors Corporate Gold Supplier Award Recipient