Talent Marketing vs Traditional Search and Recruitment
The majority of professionals in the search and recruitment arena follow a pretty basic pattern of activity as a business model: find someone is hiring, define the scope of the role and the hiring process, then take off in 100 directions looking for matches to the search assignment. This usually involves checking in a proprietary database, trolling through job boards and online resources for the active seekers that are “out there” looking for opportunities, presenting the best possible matches as quickly as possible to the hiring authority and hopefully collecting a placement fee.
Our experience in the industry has shown a better way to do business, one that is much more proactive and also has created a higher ratio of candidates interviewed to candidates hired: the ultimate goal for the talent we represent. This methodology, as simple and fundamental to the recruiting industry as a whole, continues to diminish in practice as online recruiting resources, corporate recruiting initiatives and restrictions, and generally very passive and reactive recruiting approaches replace good old fashioned proactive headhunting.
The premise is simple: the quickest way to make a symbiotic and lasting match between two professionals is to identify and develop the top candidates in our sphere of influence, and rather than wait for the right opportunity to come to us, we take the candidate to the opportunity. We collaborate with our candidates through a series of discovery dialogues, identifying their goals and needs while building a marketing plan together to market their services, actively and assertively, based on the collaborative information we are able to create. We challenge candidates to take an active role with our firm and our search consultants, taking an active part in their career search but also empowering our search consultants to take them out on the open market and open doors that may have been otherwise closed or non-existent in a more traditional, passive recruiting approach. This alignment between us and our candidates creates a fluid process, a reciprocal exchange of value, and more times than not, results in an offer of employment and the ensuing career-changing opportunity to excel in a new role. |
