Selective talent acquisition is where you identify and find the best person for your available role; persuade them to surrender what they’re doing now, and come and join your team.
Hiring is where you place an advert on an internet job board and let the entire universe know that you’re happy to receive resumes from people looking for a job.
Selective talent acquisition requires planning, preparation, and a purposeful approach that is strategic and specific in nature. It requires time and discipline. It’s a form of strategic marketing.
Hiring is easy, process-oriented, mass marketing. It’s commodity-based.
Selective talent acquisition hits a higher mark and raises the bar because it necessitates you have a role worth changing for. It offers such value that the best person is sold on how this is right for them, right for their career, right now!
Usually, the best people already have a job. So, is your available role so valuable that you can recruit the best people and attract them away from what they’re doing now to come and work for you?
If you cannot emphatically answer: YES, then maybe you need to think a little more about what you need to do rather than bemoaning there’s no good people out there!
Business Growth Workshop
You’re dead right Rick.
Best in the market
Not best on the market.
Not easy but who you know if often more valuable than what you know.
And they don’t teach you that at University…
Thanks, Mark.
You’ve touched on a key point: university education.
The world has benchmarked a default position of an undergraduate degree being the secret to success for smart people.
Yet, there are a plethora of hugely successful people, whose names roll off the tongue, who eschewed university.
We need to focus on results, jobs, productivity, output, contribution, etc. much more, and less on inputs, tasks, arbitrary degrees, conformance, and alike.
The best teachers in history never had degrees!
There are far too many educated people who don’t make any real contribution.