SOLVE YOUR
PEOPLE PUZZLE -
TREAT RECRUITMENT LIKE AN
ONGOING, STRATEGIC
SALES PROCESS
U
U.S. UNEMPLOYMENT is below 5 percent. And three in four
employed workers are actively seeking or open to new job
opportunities. This “churn” in the labor market is a great indicator
of sustained economic recovery and overall consumer confidence,
however it’s not a great indicator for executives who are growing
their companies!
TALENT SHORTAGES AND EMPLOYEE
TURNOVER ARE SIGNIFICANT ISSUES
As a business leader, you must focus on both recruiting the most
talented people for your open positions and on retaining the top
players who are already on your team. If you don’t, your company’s
growth will be limited. If you continue with the status quo and
don’t innovate your talent strategy—likely treating your people as
an afterthought and taking a tactical approach—you’ll struggle to
get ahead and meet your revenue goals.
20 | CARLEPUBLISHING.COM
IT’S AS SIMPLE AS ABC
If you can forecast your revenues for the next few years and plan for
them, you can also forecast your people needs for the same time
period and plan for them. Think of recruitment as an ongoing,
strategic sales process. Sales pipelines and candidate pipelines are
very similar. It’s as simple as ABC - “always be cultivating” for the
right people. You’re always cultivating for new customers, right?
You must spend time and energy on employee attraction, just as
you do on customer attraction. Establishing and maintaining a
strategic and ongoing recruitment process ensures you’ll find and
keep talented individuals to fit your unique culture and help drive
your company’s growth. You’ll address immediate hiring needs and
have a pipeline of candidates available when you need them. This
process will force you to be proactive, vs. reactive. It will allow you
to uncover the most talented people, likely passive candidates who