The talent acquisition metric that executives care most about is quality of hire. Quality of hire equates to two things: results and retention. People perform (results) and stay (retention) because there is alignment of purpose and meaning. Skills are critical, but it’s the cultural alignment around purpose and meaning that makes or breaks the relationship over the long haul. I realized many years ago that it’s all about the “why”. I became so passionate about the “why” that I wrote and published a book about it.
Talent acquisition doesn’t focus on “why” first; it focuses on “what” and “how” – and all parties are guilty: employers, employees, job candidates and search firms. We’re changing that. We start with “why”. And by doing that we change lives, because people matter and talent wins.
We understand that human capital is an economic variable. How do you attract and acquire great talent when both marketplace noise and marketplace skepticism are at all-time highs? We start with “why”.
Attracting great talent starts with the message and the messenger. We deliver your message – your story – better than your competitor delivers theirs. Great talent doesn’t need you; they experience no shortage of tremendous opportunity. We get through to the people you can’t, because we know how to identify, engage and gently awaken in them curiosity about your opportunity. And, we start with “why”.
Acquiring great talent demands world-class discernment and evaluation. Success depends more on those you don’t hire than those you do. Bad hires are toxic, creating fissures in your enterprise that fracture over time. Bad hires have cascading, horrific consequences that impact both immediate performance and long-term business outcomes. We are specially attuned to avoiding the wrong hire – it rarely happens on our watch. Because we know the “why”.
I’ve spent thousands of hours perfecting our process, which is rooted in a tight discipline and vast experience. Corporate internal recruiting teams rarely demonstrate such proficiency. We act as an agent, brokering the angst-ridden space of the job change. Further, we evaluate candidate fitness every step of the way, including formal psychometric assessment for clients desiring that additional step of talent review.
We are valued as an essential ally organizations looking to separate themselves from their competitors. NFL owners don’t travel to college games to watch recruits; they depend on seasoned scouts to assess and recommend the best prospects. We act in much the same way; experts in the field making detailed and exhaustive assessments of a skilled pool of players.
Don’t settle. Insist on people with integrity, drive, mental and social acuity, and verifiable histories of outstanding achievement. Our thesis is that we are better than you at doing this. If we are right about that, can you really afford to continue business as usual?
At Simply Driven, we impact people and organizations in a positive, lasting and life changing way. And we do it through executive search.