"We are in a global talent search, so anything we can do in
America to get those top draft choices we should do, because
one of them is going to be a Babe Ruth, and why should we let
him or her go somewhere else?"
- Bill Brody, President of The Johns Hopkins University
since 1997, and did all of my own recruiting as a director
and VP at business intelligence consulting firm Pinnacle
Solutions.
I've always enjoyed the process of communicating a
compelling vision to encourage a prospective employee to
join my company. I believe that if you
- (1) paint a picture for people as to where you're
going and why you're going there; and
(2) identify those people with good character, ability
to learn, who share your passion about the journey
toward your vision,
away.
Seems to me that many leaders view recruiting as a role
relegated to HR, dedicated internal recruiters, or outside
headhunters. Too many people in a recruiting capacity
focus solely on matching (1) the candidate's technical skills
to the requirements of the role, and (2) the candidate's
salary demands to the budget for the position.
I believe that recruiting should be an integral part of any
leader's focus, and certainly a top priority for any
entrepreneur. If you haven't done so already, read chapter
3 ("First Who...Then What") in Jim Collins' Good to Great.
email at =curt
spammers from grabbing my
email address.
