Client Description:

Most companies just don’t get it. So if you are leading a company that thinks finding talent through job boards and your HR department saves you money, you need not read any further. Only truly successful companies recognize that recruiting services used to attract key individuals are special, and treat them that way.

It is universally agreed that employing The Right People is The Key to any successful business. Hiring talented achievers to fill key positions is the most difficult task facing any manager.

But, many companies have talent requirements that sit for months unfilled because someone in the company bought into the unhealthy, unrealistic and simple-minded idea that the availability of on-line talent is endless and free.

What an unprofessional way to think about such a high-stake decision!

If that’s the way you and your company think, you have found the reason your turn-over is high and your success is minimal.

This kind of thinking costs companies money and if you continue to think that way it will eventually cost you your job. Do you really understand what your company is loosing by not having an engineering position filled? By not having a special sales person talking to your customers? By not having responsive leadership in key executive roles?

If the responsibility of the leadership you have been given by your company is clearly in your hands, and your company supports your ideas about attracting and acquiring the best talent available, then maybe you are ready for this challenge.

Responsibilities Will Include:

Identifying and talking with a recruiting firm that best understands the acquisition process.

Setting a scheduled meeting time aside to talk with the partnering recruiter and being fully open to discuss all aspects of the requirements being sought in a key position.

Believing that the business time required by the recruiter with you in order to fully engage in the acquisition process is as important as your staff meetings, customer presentations, and board level reports.

Understanding and fully appreciating the behind the scenes work the recruiter completes before qualified candidates are presented.

Accepting that you can learn from the recruiter about how to conduct winning interviews and avoid the pitfalls that turn candidates away from your opportunity.

Allowing the recruiter to educate your entire interviewing team to gain a unified successful approach in an interview process.

Being aware that if you are not open to change and continue on the same interviewing path you are using, you are turning off some of the best candidates by your process and techniques.

Paying a fair service fee to the top recruiter who understands your industry and technology and minimizes your time-line to success.

Requirements:

You must have an understanding that in today’s market it is not about finding talent who will interview for your most important talent requirement, it’s all about how do you get the person you want to hire to say “yes” to your opportunity.

You must accept that you are the hiring process decider and reject your HR department’s intrusions into that responsibility while at the same time knowing how to use their resources to assist, not lead, in your decision.

You must have demonstrated in your career leadership and interviewing style a personal belief that while many candidates may be available, you must promote your opportunity in a special way.

You must be willing to work with a professional who understands your specific market and talent requirements and partner with that professional to achieve timely and cost effective success.

You must have a profound understanding about how career decisions are made and the impact corporate personalities and an individual’s family has in that process.

You must be a leader who understands that securing the successful candidate means involving the recruiting partner from the initial discussion of job requirements to the offer, close, and start date.

Your company must have a corporate belief that the special talent you require for successfully meeting your responsibilities needs to be acquired in a special way and that your HR department, Monster, CareerBuilder, LinkedIn and the multitude of internet job boards are going to waste your time.

You must be willing to pay fairly for professional services rendered and not always be trying to find the cheapest way.

Technology:

No matter what technology you work, if you are insensitive to the human requirements that need full consideration in acquiring new employees for your company, you need not apply.

Education:

An innate or learned intelligence to understand that today’s leadership requirements in your company can’t be secured merely through database searches that anyone with a computer ought to be able to do.

A higher degree of intelligence to know that without a successful acquisition process, your company’s future and your personal career teeter on the brink of failure.

An advanced degree of leadership, sensitivity, and action-orientation that will allow you to break the cycle of repeated failures and employ new styles, methods, and processes in talent acquisition.

Salary Range :

A million dollar hiring decision and possibly your job.

Free Report: What’s the Cost, What’s the Loss? Location: Leading Your Company’s Success,