Trouble Finding

I continuously hear from my clients that it’s hard to find top talent in this current climate. It’s the same feedback and comments regardless of country, industry or functional area.

It’s a daily challenge to find and hire the talent needed to drive business growth.

My response to those comments though is the same….it’s not hard to find the talent it’s hard to convince the talent that this particular opportunity is the right one for them.

I’ve been in search for the past 7 years and have clearly come into the space at a time when technology is fueling accessibility to people and talent across the globe. Twitter, Facebook, Google and Google+ and LinkedIn make it so much easier to find and communicate with talent than it was 10-15 years ago. LinkedIn is basically a cheat sheet for all in the search/recruitment space and we use it to it’s fullest capacity on a daily basis.

But therein lies the problem with technology and it’s quick access to talent. People are flooded daily with requests to connect (I’m just as quality as anyone else as I send requests all the time) and InMails about potential job opportunities. The pushback I now see is it’s become very difficult for candidates to know which opportunities are real, whom they can trust with discussions about their careers and which opportunities are worth investing their time. There’s just too much information available.

I take pride in running efficient search assignments as I know time is a valuable commodity for everyone these days. Below is a few fundamentals I use to secure top talent for my clients:

  • Deep functional knowledge: Candidates will know if you don’t understand the technical space you’re talking about. They’ll know if you’re just trying to use buzz words or can’t actually link the requirements of the role to their specific experience and motivational factors. I primarily stick to the Value Chain arena and believe having worked in the space prior to my time in search combined with a Masters degree in the space gives me instant credibility to both the candidate and client.
  • Transparency in your process: Transparency builds trust. It’s OK if there’s problems culturally or financially with your client. Candidates don’t mind a challenge, often actually preferring it. Just be honest about the as is and what it’s actually like inside your clients business.
  • Quick process: Having alignment with your client around timelines and process allows you to keep the candidate engaged in the opportunity, driving them swiftly through the hiring process. Once you have their attention….keep it.
  • Detailed interview feedback: Candidates want to know how their interview went. Provide more than just a yes or no, actually let them know what they did well and the areas they need to improve on for the next round. This shows effort from the client side and again builds trust and rapport with the candidate.
  • Structured and methodical assessment: The more senior the role becomes, the greater the emphasis is put on past experiences as an indicator for future success. Having additional assessment tools that highlight behavioral competencies and deep technical knowledge demonstrate to top talent there is alignment internally about what is needed in the role to be successful. You want the candidate to be put through the rigors when it comes to assessing them for the role. You want to make them earn it. As with anything in life if it’s too easy it’s not worth it.

The ability to manage and control communication transparently, to drive efficient and swift hiring processes and build technical functional trust will allow any organization to find talent. There’s plenty out there, just make sure you know how to secure it before you start looking.


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