Several clients have been short on top talent. With virtually zero unemployment, the traditional job search programs yield virtually 0% talent. Even with an executive recruiter, you may be prone to lose your candidate at the last minute when his/her current job figures out they need to do a better job of retaining them and they take action.
To give you a few sagas from recent client examples:
- I was helping a client determine what he needed (skills, aptitudes, behaviors). I agreed to review resumes to see if potential fit exists and to interview candidates. Although he received lots of resumes, less than 1% were even worth a phone interview. My guess is less than 1% of those would be worth hiring. Talk about a SLOW road to filling an immediate gap.
- Within the last month, two clients used a recruiter (thank goodness as we didn’t have to take the slow boat to China). They found a great candidate and lost the candidate at the last minute to an offer from the current employer who figured out they didn’t want to lose their employee. Frustrating!
Instead of either of these scenarios, why not retain your key performers? Start with the following:
- #1 People work for people; not companies. Who are your leaders? Are you developing them? In the last six months, this too has arisen. That’s an exciting part of consulting – you get to see it all! In this case, it wasn’t good. Good people left a new ‘leader’. Think about the productivity of the ones staying to finish that ‘last year before retirement’. How awful!
- Provide training opportunities. People want to develop skills and advance their career which can be a win-win in terms of gaining skills to help you achieve profitable growth. Check out APICS-IE’s classes for starters.
- Mentoring. The only way to improve behavior is through trial and error and modeling behavior.