Common Questions Executives Ask on the Topic of Finding Talent
Roberta Matuson
Strategic Advisor on Talent | Global Executive Coach | Public Speaker I Brand Ambassador | HBR Contributor I Helping organizations attract & retain the best people.
The other day, I was working with a CEO who asked me the following question. "How can I get this one candidate to come work for me? He keeps turning down my requests to come in and meet with me." You may be surprised at my response. I told him to stop trying to recruit people who've made it quite clear they aren't interested in being hired. Instead, put your efforts into attracting people who would consider it an honor to come work for you. He said, "I never thought of it that way." That's not the first time I've been asked that question, nor will it be the last.
Another question that I'm often asked is, "Why should I pay a third-party to recruit talent on my behalf?" (Note: I'm not a headhunter, nor do I do search work.) Look, no matter how great you are at attracting talent, there may be circumstances where a helping hand can be quite helpful. Say you're moving into a new market or geographic area where you have no contacts or you don't have the bandwidth to do a proper search on your own. Partnering with someone who does have these connections makes much more sense than trying to do this own your own.
A client, whom I was advising, asked, "Should I promote an internal candidate or look to the outside to fill a newly created position?" I told her it depends and then suggested she ask herself the following questions. Is the internal candidate a quick study? Will she be able to dedicate the resources needed to ensure the internal candidate's success? If the answer to either of these questions is no, then go to the outside and hire someone who can do the job on day one.
Most recently, I had a CEO ask, "How can I possibly devote the time needed to recruit the right people?" I suggested that he stop thinking about recruiting and instead consider what he could do to better attract talent. I then gave him an example from my book, The Magnetic Leader: How Irresistible Leaders Attract Employees, Customers and Profits. Here's what I shared with him. Magnetic Leader Catherine D'Amato, CEO of the Greater Boston Food Bank is one of the best talent magnets I've ever met. D'Amato makes it a point to speak wherever she is asked and always makes time to chat with others after speaking at an event. More often than not, people will ask if they can arrange to set up a followup meeting. She's made some of her best hires this way.
Got questions? Ask me during my free executive teleconference, which will take place on Friday, October 27th at 11:00 AM, ET on How Executives Can Create a Solar System of Talent. This session is open to CEOs, Executive Directors, Business Owners and Executives. Register here. A recording will be made and sent to all registrants.
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