How CEO’s Can Find and Attract Top Talent In A Challenging Job Market

How CEOs Can Find and Attract Top Talent In A Challenging Job Market - featured image

Today we are going to show you how to find top-tier executive talent for your company…WITHOUT posting a single job listing.

Most companies rely on job boards to source all of their candidates, even for key executive positions. However, the best talent out there are never on job boards…but they are always open to considering new opportunities for their career.

The problem is most businesses have no clue how to attract talent without using job boards. 

That’s where we come in.

Hunting for talent is always better than fishing for talent.

You need to become a hunter to find these amazing leaders. But to do that, you need to have the skills and resources to succeed. And that’s what you’ll learn in this issue.

We’re going to cover:
  • Starting with your PURPOSE
  • Defining the vision for the role
  • Prioritizing candidate experience
  • Using covert discovery to identify top talent

Let’s dive in.

Starting with your PURPOSE

To make successful executive hires, start with your company’s purpose. It’s the backbone of your organization and should guide your selection of an executive who embodies its values, culture, and vision. By hiring on purpose, you’ll intentionally align your company’s goals with the qualities and skills you need in a leader.

To take a strategic approach to hiring, clarify your goals and evaluate candidates based on the skills and qualities essential to the role. A rigorous hiring process that aligns with your purpose ensures you’ll hire executives who support your vision and mission.

Hiring on purpose means being intentional and strategic in every aspect of the hiring process. Begin by identifying executives who align with your purpose and can contribute to your company’s success. By being rigorous and purposeful in your hiring process, you’ll find executives who align with your values and can help you achieve your vision.

Defining the vision for the role

Defining the vision for a role is a crucial step in making successful executive hires. Specifically, it involves defining the EXACT success outcomes for the role and how you will measure them. By aligning the vision with your company’s purpose and goals AND evaluating candidates based on the essential skills and qualities required for success, you can make informed hiring decisions that align with your company’s values.

In other words, don’t bloat your recruitment process with vague objectives and a lack of direction. Instead, define your vision with crystal-clear clarity. We recommend identifying your top three success outcomes and exactly how you are going to measure them.

Also, it’s imperative to make sure everyone involved in the hiring process is on board with the game plan. Without full stakeholder buy-in, you are setting yourself up for failure. But with a solid vision in place, you’ll attract the best candidates and build a strong, successful team.

Prioritizing candidate experience

To attract the crème de la crème of talent, prioritizing the candidate experience is key. Think of it like dating – if you’re not wooing your potential partner with a thoughtful and engaging process, they’re not going to stick around for the long haul.

To do this, put yourself in the shoes of the candidate. Make sure your job description is like love at first sight, follow up promptly, ask questions that matter, and don’t forget to show off your culture, values, and why YOU are different. And just like any relationship, communication is key – so provide feedback and make onboarding a breeze.

By putting yourself in the shoes of your candidates and creating a hiring process that is both informative and enjoyable, you’ll not only attract top talent, but also build a reputation as a company that truly cares about its people.”

Using Covert Discovery To Identify Top Talent

Looking for top talent can feel like finding a needle in a haystack, but covert discovery can help you find the needle without getting poked. Covert discovery is a process of identifying and evaluating potential candidates through means other than direct recruitment, such as social media, online communities, or industry events.

By using covert discovery, you can be a ninja recruiter and identify potential candidates who may not be visible through traditional channels. From online communities to networking events, the opportunities are endless to find talented individuals who are passionate about their work.

And once you’ve honed in on some great candidates, we recommend getting to know them on a personal level first BEFORE you ever disclose the exact job opportunity. When done correctly, you will get the candidate to reveal their true self, and you can determine if they align with your company culture and values to continue to process.

It’s Time To Hit The Jackpot

There you have it. Finding and attracting top talent is no walk in the park in a job market that’s tougher than a steak cooked well-done. You need to have a plan, a purpose, and some serious pizzazz to make it happen.

First things first, start with your company’s purpose. Then, define the vision for the role you’re hiring for. Next, prioritize the candidate experience. And don’t forget about using covert discovery to uncover those hidden gems of talent lurking in the shadows.

By being purposeful and rigorous in your hiring process, you can attract A+ talent and build a company that’s stronger than the Hulk. Trust us, taking the time to find the best of the best will pay off in the long run. So put on your hiring hat and get ready to knock it out of the park.