Can your company “blow” an interview?
By R. Gaines Baty
Has your company ever lost a great candidate for an important position to a competitive offer? If so, there’s an excellent chance that your firm may have under-performed in the recruitment of that candidate.
Proven executives are always difficult to find and attract. In fact, these exceptional people are in very high demand and are heavily courted – in a free agent market. Offer turn-downs, due to competitive and counter offers, are more common now than ever.
Why should an organization worry about such things? Let’s examine what’s at stake: First, “average” leadership can inhibit optimal performance and overlook or mishandle opportunities. Second, hiring the wrong person can prove catastrophic - a competitive disadvantage. Simply put, average leaders are frequently just not good enough. Peter Drucker emphasized this when he wrote; “Of all the decisions an executive makes, none are as important as those about people because people determine the performance capacity of the organization.”
Consistently winning the battle for top performers’ services requires a well-orchestrated approach. However, such pursuits can be abruptly derailed by two common process lapses:
In college athletics, National Championships are won by recruiting the best talent and managing that talent to success. Corporate recruiting is no different. Recruits, athletic and corporate, are attracted to the most exciting vision, challenge, cultural fit, skills match, growth opportunity, etc., while being mindful of family considerations. Other subconscious influencers can include powerful but unspoken emotions. Any of these factors can drive a candidate toward or away from you at any time in the process. Just as in college athletics, prospective employers must consistently bring their “A-games” to win these contests for top talent.
So, how might an employer achieve the most positive recruiting outcomes, or improve on an already good process?
Conclusion: No recruiting process is foolproof, but it is important to consistently put your best foot forward. Landing just one additional “star” - possibly the star that helps win the championship - will deem your efforts as well-invested. The ROI can be substantial.
Gaines Baty is President of R.
Gaines Baty Associates, Inc. (est.
1977), a Dallas-based retained
executive search firm.
Mr. Baty, who started his career
with IBM Corp., is formerly a two-term
President of both the Society of Executive Recruiting Consultants
(SERC) and the Dallas Independent
Recruiters Group (IRG), and is a well-known
author, trainer and practitioner in executive
team building, executive evaluation, executive search and
career management issues. Mr.
Baty can be reached at email@example.com.
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