Knowing who you are looking for is the first step in finding them…

Recruiting Top Talent Requires Knowing Who You Want & Knowing Where You Need to Go to Find It!

Executive Research & Passive Candidate Recruitment

Chapter 1 Who

Who are we looking for? We start by creating the Profile/Job Description. The description should be simple and include such things as title, reporting relationships, overall role & responsibilities, qualifications such as particular skill sets and experience, and education. You also need to know who the client is really looks for and needs & wants. What makes he or she tick.  Remember, likes like likes so you need to know as much as you can about the hiring manager, the team, what the team is good at and what the team is not so good at.You can use this information as you begin to think about the research & recruiting strategy. Why? As you fan out from the target list you have other places to look for potential talent Stay tuned. As you go through this exercise you will now begin to understand the talent you need to find, recruit, and present

Chapter 2 Recruiting and Research Strategy

This step is very process driven and simple. This will include such things as creating the target list, the appropriate level or title we are seeking, favorite companies that the hiring manager or company has had success recruiting from, not the mention the ones that have not been so favorable. Discuss direct competitors, industry leaders, back yard warriors, best of breed companies, just a few categories that need representation when creating the target list.  Keep in mind, this step is the foundation of every successful assignment and is the starting point of finding and identifying top talent and uncovering the potential talent universe.

As the target lists are created, edited and finalized, the research phase begins. This includes building organizations charts around the talent of interest at each of the target companies. As the research is being conducted, it is imperative to not only obtain the names, titles and complete organization charts, but you must also be sure names are spelled correctly, titles are exact, emails gathered are verified and direct dials are confirmed. This makes reaching out to these folks easier and with a variety of ways.

Below is an example of an organization chart used for recruiting.

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