AUTHENTICITY = LEADERSHIP
“True leadership stems from individuality that is honestly and sometimes imperfectly expressed… Leaders should strive for authenticity over perfection.”
SELF-RESTRAINT = LEADERSHIP
“The best leader is the one who has sense enough to pick good men to do what he wants done, and the self-restraint to keep from meddling with them while they do it.”
Companies of all sizes and type, from startup to global brand, are engaged in the ‘Talent Wars 2.0’ created by the Covid-19 Pandemic. You are competing for the same in-demand but scarce Specialist, Professional, Executive, and Leadership Talent. Now is the time to throw away your reliance on the outdated, candidate database and advertising led recruitment strategies of the past and embrace the tools and technologies of the digital and social media age.
Out With The Old
Your recruitment efforts are ‘outbound’ and ‘reactive’ with minimal or no authority presence or any pre-hiring engagement. They target only 13% of the total candidate market who are ‘active’ jobseekers and reached by job adverts, database employment agencies, Inmails & ‘cold’ calls and resulting in you competing for the same candidates as your competitors. You are not seeing candidates from the talent pool you really want – the 87% who are ‘passive’, and which the optimal target candidates, the 1 in 7 who are superstars, are part.
In With The New
This is the Digital Age and The Talent Wars 2.0 should be waged using a strategy that utilises digital platforms, channels, tools, and technologies.
You need a recruitment process that engages with your target candidate audience pre-hire, creates authority and profile and delivers a short list of exclusive candidates.
The process needs to include a robust methodical digital candidate assessment method that ensures the right cultural fit, fewer mismatches and a reduction in the probability of a ‘bad’ hire.
Talent acquisition and retention is cited by CEOs as one of the top threats to their organisation’s growth. But, existing recruitment platforms and processes are failing to adapt to the wide variety of new solutions available as a result of the increasing speed and complexity of technology. Many are just too old to integrate with these emerging technologies. The resulting lack of quality candidates, vacancies remaining unfilled and ‘poor’ hires could mean a delay in meeting corporate objectives, overloading the existing team or reduced customer satisfaction among other things.
Peel Maher helps CEO’s, Managing Directors, CFO’s, Finance Directors and CXO Leadership win the War for Talent and hire the Top 15% of Specialist, Professional, Management and Executive Leadership Talent in the following professional niches.