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Talent Acquisition

Identifying & Hiring Top Talent Efficiently

Every owner, CEO, President or hiring manager often has a problem to solve. The need could be the result of Covid layoffs, retirement, building bench strength, budgeted growth plans, replacing an under performing team member or one that has moved on. Regardless, the position needs to be filled as quickly as possible, by a candidate who is a professional fit for the role, and equally important, one who is a strong cultural fit for your organization. You need them to flourish on and with your team. 

Hiringtoptalent_linkedin 2.19.21Sure, you can post your open position on job boards and receive hundreds of applicants and perhaps a handful will work in the industry. Nevertheless, most will not be qualified for your role and they will have no specific industry experience. Perhaps a handful will have worked in the industry but aren’t qualified for your role. You will spend countless hours (which translates into wasted time and money) sorting through resumes and talking to people who cannot solve your problem. If you are lucky, you may get one that you can hire. Are you seeking to ‘get lucky’ in filling this crucial need?  Is that a result worth the amount of time spent?

A better approach is to align yourself with an industry specific, professional recruiter. One that understands your product(s), how you go to market, who your competitors are, and will understand the specific issues that you need the candidate to solve.  Your ‘industry expert’ recruiter is well connected with the people in YOUR industry vertical and ultimately can qualify anywhere from 50 – 200 people (depending on the position). In the end, you will get the best 3 or 4 candidates who are actually excited for the opportunity to join your team! 

Sometimes (especially with highly technical roles) it may be as few as 1 or 2 candidates introduced. Regardless, this is the ‘less is more’ approach. You will receive quality candidates, fully vetted and qualified to fit the specifications of your role, both professionally and culturally.  They will know enough about your company to know that this is actually a career opportunity for them.

Don’t fall into the ‘we need to see more’ before we can make an offer trap. Remember, time to thoroughly qualify a candidate…has already been spent for you. Focus on who is in front of you – the qualified candidate that will solve your problem while achieving success for you and your organization.

Written by my friend Ted Konnerth, CEO of Egret Consulting and lightly edited by me.

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