Talent Pipeline™: Great Talent Makes a Great Company
Great companies are built with great people
When you hire top talent, good things happen.
Talent will find a way to deliver a high performance
every year. Talent win all the time.
Talent does not need to be micromanaged. They
have innate initiative, creativity, drive, passion and determination.
Their yearly results and career track records demonstrate
these qualities. Once you start “settling” on
hires to fill in a geographical need or a time sensitive
hiring, you begin to hire “8s” or “7s”
or even sometimes “6s”. You think you can mold
them into “10s”, but that reality is a long
shot and you begin to see mediocrity seep into the organization
and your results.
The top talent you should be seeking is
not looking currently looking for a job
The simple reason is that they are too busy being great
and highly successful in their current position. They are
the “winners” that great teams are built around.
Their resume is not on Monster.com and they are not currently
working with a recruiter. Most importantly, they are not
knocking on your door to find out if you have a great company
and offer a great career opportunity. Who has the time?
It takes all of the 60+ hours a week they are putting in
to be great at what they are doing now. A high percentage
of resumes you see, and the candidates that you interview,
are looking because they are not true “10s”
and are not setting sales records in their current positions.
You have to dig through a lot of mediocrity to find a great
player for your needs. Right now the #1 prospect for your
need, the very best candidate you could find, is not looking
for a job and does not know what you have to offer.
It takes a lot of time and effort to find, cultivate
and recruit top talent
Any C-Level manager or executive sales manager knows that
there is a constant need to be at least “passively”
recruiting for top talent at all times. It is even more
important to be doing so when you do not have a pressing
need that may force you to settle on a candidate. With all
the pressure on managers for immediate revenue results,
expense management, constant budgeting and P& L responsibilities,
ongoing training and motivational leadership, it is
hard to find the time to passively look for top talent.
Talent Pipeline brings great talent and great companies
Networking is the best way to find great talent for you company
Just as location is the “Holy Grail” of a real
estate asset, your ability to effectively network for top talent will play an important role how successfully
you build your team. You do not uncover great talent
just by posting a position on a website. You do not find
the top performers by advertising. Great performers usually
will only examine alternative jobs or career opportunities
when they feel the need or some company is referred to them
by a respected contact or source. Timing is everything,
for both the great talents and the great companies.
Individual and business circumstances can change
In today’s marketplace the highly successful, high
earning, perennial P-Club award winner at their current
job, can be tomorrow’s great candidate.
It may be a year or two down the road, but at some point
in the future there can be a personal or business circumstance
that changes enough to where they begin to be more open
about considering a job change. They are still setting production
records and exceeding quotas currently, but something important
has changed enough to where they will at least consider
what could be available in the job market.