By Dr. Drake Beil
President, Solutions Inc.
How can you stay one step ahead of the competition? Try developing some competitive information to identify high-potential job candidates within other organizations. Then, track and monitor the career progress of these prospects with the goal of making them an offer over time.
At a simple level, that might include acquiring the names of recent conference attendees. You can seed in the best and brightest and weed out those who can’t make the cut.
Another approach is to ask all your new hires for referrals from their last organization. Usually, incoming people can identify one or two folks with considerable talent and with an even greater desire to leave their last workplace.
While raiding parties are not appreciated by the competition, it’s a given that this is a proven tactic for talent acquisition. If you don’t believe me, think about how often it happens in the NFL, the NBA or other sports.
Another approach that works well is to conduct technical or professional seminars and take a hard look at who shows up. You can reach out to many potential candidates, especially if your seminar content is leading edge.
When you add up the program costs and balance that against the traditional costs for acquiring managerial talent, the costs are reasonable and the results are comparable.
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