Great people are rare—the labor pool of great talent is shrinking.
The majority of great people already have great jobs.
Great people have well-defined expectations that are much higher than others.
Some great people stay on the job market for about a nano-second—most are recruited before they ever get there.
Recognize it or not, you are currently competing for the great talent you already have.
If you want great people you have to find, screen, and hire them differently. Companies that fail to change their approaches should continue to expect the same results.
What makes the organizational culture you’re asking the superstars to join superior to the ones they’re in now?
If great people already have great jobs—why should they make a move they weren’t expecting to make? What makes your position more attractive?
What radically needs to change in your recruiting, hiring, and retention practices that will differentiate you from other companies as you compete for the best of the best?
What compelling reason do you give your superstars to stay with you and your company?
What’s the cost of recruiting, hiring, and training a new person to a level of full, value-added productivity once a superstar walks out the door?
