• bematrix POP_banners
  • CORT
  • Superior Logistics
  • bematrix POP_banners
  • BusinessWise365 Ad Digital_
  • CORT
Share this post:
Share on facebook
Share on twitter
Share on linkedin

It’s time to look for top talent again

As we move slowly out of our recession, companies have a big job on their hands. After years of discharging good, talented personnel, companies once more need top talent and the best revenue producers available. This means finding the best sales and production people in the market, getting them on board quickly and developing them into an efficient, highly productive team again.

To accomplish this, your company needs a hiring plan. Here’s a start. Below are four strategies to sharpen your recruiting. These will help you get the “A” players you need, establishing your stability for now, and your growth in the future:

  1. Shorten the Time to Hire. More than ever before, time can be your enemy. With every 300-point loss or gain in the Dow, your candidates may be getting even more reluctant to make a move. Make sure you have a short schedule for the recruiting process. In this market, that should be between four to six weeks maximum after you have identified candidates.
  2. Be Sure You Understand Your Candidate’s Motivation to Change Jobs. Make sure you understand fully why your candidate wants to leave his current employer. Get to the bottom of his motivation. (Hint: it’s usually not about the money.) A good question to ask is, “What’s not happening for you at your current employer that is motivating your potential move out?” Then, sit back and LISTEN to his/her answer. (If you are using a recruiter, this question should be fully vetted by him and there should be no surprises at the end of the process.)
  3. Don’t Be Modest. Sell Your Opportunity. That’s right! Tell your candidate why now is a good time to come to work for you. Paint a picture of the opportunity that exists now and what the future will look like for him. If there are strategic plans for dramatic growth, share these strategies in your interview process. Give your candidate the big picture.
  4. Open Up. Sweeten the Pot. Go the extra mile in putting together a compelling compensation package and additional “sweeteners.” This may mean, for example, stock options, an accelerated bonus plan or compensation guarantees for the first year to ameliorate the risk on the candidate’s part. Or, if it’s not a senior-level position, use extra vacation, extra personal time or even a small signing bonus (yes, they’re back).

Use these strategies and they will go a long, long way towards sealing the deal and getting the talent you need, no matter what the economy. Because remember, now more than ever, the “B” team isn’t going to get you where you need to go!

Philip Kemper is Founder/President of Kemper Associates, a 37 year old Chicago-based national executive search firm, specializing in Permanent and Contract staffing for Trade Shows and Exhibits, Staging and Equipment Rental, Business Meetings and Events Production, Video, Training and Incentives and more .His more complete bio is on LinkedIn at: http://www.linkedin.com/pub/philip-kemper/2/795/308/ . You may view Kemper Associates’ web site at: www.Kemperassociates.net , and contact Phil with questions or comments, and employment needs at: Kemperassoc@hotmail.com, or his private phone line: (312) 944-6551.


  • BREATHE Ad Digital

Related Stories

Trending Now

  • Employco
  • Full Circle Events Sidebar Ad
  • GetInformed_