Adam El Awany recognizes that top talents and star employees are leaders in their own lives. These sought after individuals can be found engaged in: avid production of value, sincere problem solving, and earnest communication efforts. Catching their attention in the first place is best achieved when recruiters seek to find a sincere fit to their employer’s values.
It’s possible to tap into synergistic motives between the promising star candidate and the recruiting firm. Team builders must hone on the shared values, whether flexibility, fairness or funds.
Adam El Awany Suggests Two Methods to Achieving Synergy
- Paint a typical day featuring the value a top talent may bring to potential cohorts, customers, and meaningful projects.
- Show how these successes can lead to future career.
The Value of Meaningful Conversation
For top talent getting what they are worth and feeling like they are getting what they are worth are two different matters. Recruiters who research their star candidates can be better prepared to make relevant connections during the recruiting and interviewing process. Online research can reveal corresponding ideals via the applicant networks in the industry recommends Adam El Awany.
It’s a prepared talent hunter who is able to engage their ideal top talent in meaningful conversations during the interview process. Positioning the role as a vehicle to bring the top talent to a larger or more appreciative audience could be a smart way to go. Who doesn’t want a larger audience or even more raving fans?
Balanced Scorecard Framework Applications and Other Value Paradigms
Recruiters can ask themselves, “What if?” What if a firm were successful in recruiting an ideal candidate? How might the organization advance in consideration of triple bottom line efforts: people, planet, and profit? What if this star talent brings value beyond skills and abilities? What if their professional network is worth an additional zero on the annual compensation plan? What if they are a potential public relations delight? What are these extras worth?
Answering these questions and presenting the results to decision makers may earn the recruiter permission for more flexibility in compensation discussions with top talent.
Adam El Awany Encourages In-House Recruiting
Developing raw talent into star quality takes a different road than that of external recruitment. The star talent that currently exists in-house indeed may be overlooked because of their gaps in education, social exposure or internal politics. Hiring policies, which create barriers to internal refinement of top talent, are all too common.
Policy wording such as, “all executive management must have an MBA or PhD” do nothing to catch the eye of the leader in the wings with a massive network, 15+ years of sector experience and 3 lowly diplomas. In many situations a temporary contract employee who shows great promise is not even on the radar of recruiters.
Is it lack of an incentive or a dearth of a “current talent” data base system, which hinders any efforts to explore a long term fit for temporary talent?
Where Is This All Going?
When an organization is set up with internal career development paths all is made easier for the recruiter. Even more so if the internal development has shown results featuring real people who are en route or who have “arrived.” Story sharing of such successful paths being navigated may bring reality to abstract, “pie in the sky” department info-graphics.
From his own experience recruiting top talent, Adam El Awany has found that even without a formal internal career development program, recruiters can still be successful. Approaching a career path using creativity and collaboration, all the while keeping in mind shared values, may go a long way to enticing an ideal candidate to join the organization. Sharing the company vision or scaling operation plans, growth strategies or industry sector insider’s knowledge can help catch the interest of a 21st Century Leader.
Don’t Hope for the Best: Recruit Them
The best recruiters are top talent themselves and receiving personal value for their input beyond their worth to the company. In-turn, the company’s worth is advanced in ways unknown to the star recruiter. Value and worth are in the eye of the beholder. Adam El Awany believes top recruiters should know this to be the case in the market place.