Authentic Resourcing Blog

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On a busy day, there is nothing worse than a cold call from a recruiter when you have no intention of recruiting. Except, of course, an unsolicited email from an unknown recruiter that’s been sent out to a whole bunch of people as a blind copy.

I received one such email today with the headline “Recruitment - 9% Fee.”

I won’t quote the company in question, but rest assured I was not impressed for 3 reasons:

1. Because I have little respect for firms that cold call or email and ask for business without doing any research

Research into what I and my business do and what my potential needs might be. It’s even worse being spammed with a blanket email.  If they were chasing a lead which they had picked up from their market intelligence and attached a sample CV / resume (with names blanked out) that potentially met my needs, then I’d respect the fact that they had done their homework and were market aware. But doing a simple Google search on my name or company would tell them immediately that I was not a likely client for their services.

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Finding the right people on a consistent basis is not a question of luck - it’s about implementing some specific strategies into your business:

1. Construct a powerful vision - Talented people are drawn to businesses that know where they are going and have a plan for success. Craft an exciting vision for the future and communicate it to potential hires all the way through your recruitment process.

2. Make finding and keeping talent a priority - Make recruitment and retention a priority now and you will save time and money well into the future. Not exactly rocket science? Yet firms still complain about the challenges of recruiting people when they dont make it a priority. In the same way that you should never stop sales activities in a business, you should never stop recruitment activities either.

You may not have open vacancies or you may have a hiring freeze due to cost constraints which means you may not actually hire people. But you drastically reduce the time and cost of recruitment when you do have a requirement by ensuring that recruitment is always be a priority.   

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We live today in a world with too businesses with too many products competing for the attention of time starved, information overloaded buyers who have more knowledge at their disposal than any other group of buyers in history.

Which is why competing for 1) their attention and 2) their business is a huge challenge in any market. But it’s not just buyers of products - but anyone that is marketed to - including the very people you seek to recruit and retain.

In such a world, it is stories (and not necessarily the product) that sell. Real stories and authentic communication which connect with buyers as people at an emotional level.

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I was recently asked “What would you say is the one real key to finding and keeping people?” After thinking for a moment,

My response was: “Inspirational Leadership.”

Why?

Well a business of any size and shape can develop attractive compensation plans, have impressive talent management strategies and hire the best recruiters and head hunters in town - but without the right leaders in place these initiatives will always be diluted.

Inspirational leaders in any field - business, sport, politics - draw in great people to work with them through their own magnetism. Strategies and policies can attract people - but it’s the quality of the leaders that ensures people are committed the business.

So what are the qualities that make these leaders stand out? And how can this help you recruit and retain the right people?

Here are 7 tips given by people much wiser than myself on the subject of leadership:

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