Close to a decade ago, when Regional Sales Manager of a 200 Crore company approached me to help him building up a senior level team for his organization, I was a bit perplexed, unable to find out a link between his current responsibility and talent acquisition.
When he said that the MD of the company had entrusted him with the responsibility of identifying a recruiter who would not only dig-out the talents but also help building up brand equity of the company as an ideal employer for attracting the best professionals from target organization, I, sensing the challenge, immediately said yes to him.
Despite having a policy of dealing with big companies only, it didn't take me more than a minute to overrule the guideline and what happened next perhaps highlights the most interesting and rewarding period of my career as a recruiter.
The task was daunting as the company was hardly known in the market. So, convincing the right candidates, who were comfortably placed their current organizations, was no less challenging than selling ice to Eskimos.
Obviously, it couldn't have been achieved without a penetrating strategy for making things happen.
How that strategy evolved and what actions made it a reality, for making that organization 15 times bigger in next 10 years, is what I'm going to share with my readers now -- in short!
1. Identify the best target organizations.
2. Execute a compensation mapping in those target companies.
3. Upgrade own salary structure for accommodating the best available talents.
4. Make company's website look attractive.
5. Unleash a combing executive search operation in target companies.
6. Meet a few candidates from target departments and obtain recommendation.
7. Stretch your marketing skills to convince right candidates for accepting the offers.
8. Until joining and even after the joining, sort every issue out to the fullest satisfaction of the newcomers.
9. Convince top decision maker in the company to remain available for sorting out every obstacle that might hinder smooth execution of the above steps.
10. Keep meeting performers from the target companies continuously, for making them available whenever the need arises.
Using this strategy, with dedicated result-oriented actions, we could successfully build-up an amazing senior and middle level team for the organization that actually laid the foundation of its current success.
Remember, 'Talent Management' is not just about hiring, but more about building up a brand equity of the organization as a caring employer through engaging a recruiter who is equally dedicated to making it happen for his client.
If you are a decision maker in your company, and willing to take your organization to the next level of success, you have no option but to embrace this Transformotive Recruitment strategy.
When he said that the MD of the company had entrusted him with the responsibility of identifying a recruiter who would not only dig-out the talents but also help building up brand equity of the company as an ideal employer for attracting the best professionals from target organization, I, sensing the challenge, immediately said yes to him.
Despite having a policy of dealing with big companies only, it didn't take me more than a minute to overrule the guideline and what happened next perhaps highlights the most interesting and rewarding period of my career as a recruiter.
The task was daunting as the company was hardly known in the market. So, convincing the right candidates, who were comfortably placed their current organizations, was no less challenging than selling ice to Eskimos.
Obviously, it couldn't have been achieved without a penetrating strategy for making things happen.
How that strategy evolved and what actions made it a reality, for making that organization 15 times bigger in next 10 years, is what I'm going to share with my readers now -- in short!
1. Identify the best target organizations.
2. Execute a compensation mapping in those target companies.
3. Upgrade own salary structure for accommodating the best available talents.
4. Make company's website look attractive.
5. Unleash a combing executive search operation in target companies.
6. Meet a few candidates from target departments and obtain recommendation.
7. Stretch your marketing skills to convince right candidates for accepting the offers.
8. Until joining and even after the joining, sort every issue out to the fullest satisfaction of the newcomers.
9. Convince top decision maker in the company to remain available for sorting out every obstacle that might hinder smooth execution of the above steps.
10. Keep meeting performers from the target companies continuously, for making them available whenever the need arises.
Using this strategy, with dedicated result-oriented actions, we could successfully build-up an amazing senior and middle level team for the organization that actually laid the foundation of its current success.
Remember, 'Talent Management' is not just about hiring, but more about building up a brand equity of the organization as a caring employer through engaging a recruiter who is equally dedicated to making it happen for his client.
If you are a decision maker in your company, and willing to take your organization to the next level of success, you have no option but to embrace this Transformotive Recruitment strategy.
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