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- Every President, CEO, or Business Development Executive I’ve ever worked with has told me some
variation on the following point: If two companies are vying for the same piece of business, with
comparable reels, history, and credentials, the chemistry in the boardroom will always be the
tie-breaker.
David Ogilvy said it best. “The agency with the best people wins".
- Be the pursued, not the pursuer. After adopting a talent attraction process, when a key employee
resigns you will go to your pre-qualified, pre-screened, pre-negotiated talent options and execute the
hire. Which means that you’ll be able to announce the resignation to your client and introduce the
replacement in the same conversation. All within the two week notice period you were given!! Your
clients will be in awe!
- Talent that is attracted to your company can often be hired for considerably less money than talent
that needs to be chased, courted, cajoled, and enticed.
- With an internally managed talent attraction process, your reliance on recruiters will be dramatically reduced. You may still need one for your C-suite hires - but even at that level, with an effective talent attraction process in place, those hires will happen with greater efficiency, speed and fluidity.
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| On average, companies that do a better job of attracting, developing and retaining highly talented managers earn 22 percentage points higher return to shareholders. |
| - McKinsey Study, 1997 |
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