Does this scenario sound familiar to you?
Executive: “Why is it that we cannot find committed and dependable people when we need them most?”
Coach: “Would you agree with most other leaders that your organization’s most important resources are your people?”
Executive: “Absolutely. Our people will make or break our business, and they actually increase in value over time as they learn more about our clients and organization.”
Coach: “I would have to agree. Briefly explain your strategy for acquiring new talent.”
Executive: “When we identify a need to fill a position, we will typically place an advertisement or hire a placement agency and begin the intense and arduous task of reviewing resumes and interviewing, and then select the best available candidate to meet our time deadline.”
Coach: “I see. That is normal for many organizations. Let me ask you, ‘How important are your clients and customers to your success?’”
Executive: “Very important. Our purpose is to serve our customers. If I believed anything less, our organization would cease to exist!”
Coach: “So, when do you stop prospecting for new clients?”
Executive: “Well, Never! We must be diligent to maintain a solid pipeline of qualified prospects. But what does that have to do with finding quality talent?”
Coach: “I am glad you asked. The parallels between prospecting for qualified clients and recruiting for quality talent are many, and I will discuss more of them with you later. For now, let me make this statement, ‘If you never stop searching for qualified prospects, why would you stop recruiting for quality talent, your most important resource?’”
Executive: “I see your point. But we are not hiring all the time.”
Coach: “I understand, and you do not want to go through the entire hiring procedures when there is not a position open. Just like you do not want to go through the entire contract and fulfillment process before you know that the prospect is ready to engage.”
Executive: “I can see great benefit from that strategy. Instead of trying to generate a high volume of applicants in a short period of time, many of which are not even close to what we are looking for, we could have a strategic pool of quality candidates to pursue when a position is available.”
Coach: “That is a mindset I call ‘Always Recruiting, but Not Always Hiring.’ Now, let’s work together to determine the most cost-effective implementation plan to accomplish this.”
This is Jason Walker sharing an Elite Team INSIGHT.