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How to Recruit Top Talent for Your Team

Recruit

How do you recruit good people?

It’s one of the biggest challenges that our clients struggle with and why they come to us at Southwestern Consulting.

Recruiting is an important topic and it’s one of my favorite.

My start at Southwestern in college was catapulted because I loved and figured out recruiting early on and happen to break a 150-year-old record in recruiting.

Today, we see lots of different companies and industries that struggle to find top talent and team members.

So, how do you recruit good people? Essentially there are 2 key parts to recruiting that you have to do.

  1. Build the Magnet – This is that you have to do the work of creating an amazing opportunity for people. This involves strategic work with how the company is set up. And also involves the heavy lifting about how you present and position your opportunity.
  1. Build the Fishing Boat – This is that you have to do the work of creating a number of amazing systems and methods (ie. Poles in the water) for actually finding good people and then going after them to get them on board.

They both take a tremendous amount of skill, knowledge, discipline and work.

Typically, we spend most of our time training people and organizations how to build the Fishing Boat. In other words, we teach them about all of the different sources of where to find good people and then also the skills of actually how to recruit them.

How you recruit someone is about exactly what to say, what the process looks like, and what behaviors you need to take to convince someone to join your team.

[BTW bringing people to your company who currently don’t have jobs is hiring; that is not recruiting. Recruiting typically means you are recruiting someone away from some other opportunity that they are already (typically successful) in over to join your better opportunity.]

The “Building the Magnet” part is also critical though. This is doing the heavy strategic work of creating an attractive place to work. It really helps when you are out “fishing” for good people to have a highly compelling and appealing opportunity to be recruiting them for!

Here are 5 of the most important parts of “Building the Magnet” and making your opportunity a compelling and attractive one for people to join:

  1. MISSION – Your organization needs to have a crystal clear (less than 1 sentence), inspiring, statement about serving a human purpose that is higher than profit. And it needs to be repeated so often that everyone in the organization needs to be able to recite exactly what it is. Today people don’t just want to work somewhere to earn pay; they want to work somewhere to do good in the world. If you want to attract great people, you need to have a great why.
  2. CULTURE – Your organization needs to be a fun and enjoyable place to work. People have to look forward to coming there! That means you want a place that is positive, vibrant, innovative, inviting, and energetic. It also means you want a place where people feel recognized, valued, and important. Also, it helps to have a brand that is “cool” and fresh that people want to be a part of. Remember, part of people’s personal reputation and perception in the world is who they work for, so create something they are proud to be associated with and they will flock to you.
  3. LIFESTYLE – You want to spend a lot of time planning, strategizing, and being intentional about crafting what “a normal day in the life” looks like for one of your team members. You can’t just provide people a job anymore; you have to provide them a meaningful and uplifting way to use their life. Remember, people typically spend about ½ of their waking hours at work! Lifestyle is typically composed of: hours, pay, location, work environment, stress level, type of work, and of course the culture which is made up of the other people they work with.
  4. RECRUITING PAY – One of the simplest reasons why organizations don’t grow and recruit is because there isn’t any financial incentive to do it! Most people are simple creatures, we do what we’re incentivized to do. So if you’re not seeing the recruiting numbers you want, you might need to look at the incentives that are in place to do so. Also, recruiting (like selling and service) shouldn’t just be a department; it’s something everyone has to do!
  5. LONG TERM VISION – People want to work for a place that is inspiring and part of what inspires people is working towards a bright future. Your organization needs to talk a lot about what the future of the business is going to look like. What are the pursuits your team is looking to accomplish? What are your goals for who you’re going to help? What career paths are available to your team members? And what does their long term pay plan look like? What is the future of your company literally going to look like?

These are just a few of the elements that help you “Build the Magnet” and make your organization attractive. It’s only part of the battle because even if you have a great magnet, you still have to do the hard work of going out to “fish.” But those skills are longer than this post allows for.

If at any point, you would like to talk to us more about how we can help you with recruiting just reach out to me.

Here’s what is great about recruiting though…

You can recruit your way into a great organization!

If you’re just starting out, you can (quickly) build something great by recruiting great people.

If you’re an experienced but stagnant company, you can grow (dramatically) by simply starting to focus more on recruiting.

And if you’re in any kind of struggling business, organization, or enterprise you can recruit your way out of it! Recruit, recruit, recruit and it will help you turn around!

Good people changes everything.

Which is why a great leader is always a great recruiter.

How to Solve Your Competing Priorities Problem

priorities

The first action step for becoming more productive is to write out your vision.

Write out in specific detail what you want your life or business to look like in 5 years.

The clearer you see your vision, the more obvious you will see your priorities.

Priorities are not a matter of right and wrong or good and bad. Priorities are simply a matter of relevant and irrelevant.

The reason people have such a hard time prioritizing is because we live and work in a world with unclear vision.

An unclear vision means there either is no vision or there are too many visions.

If there is no clear vision, then everything is a priority. If there are many visions, then you will bump into having conflicting and competing priorities pulling you in different directions.

Either way, you will have frustration, stress, lack of clarity and feel overwhelmed.

The proper selection of your next most significant priority then is 100% dependent on its context as it relates to the vision.

When you clarify the vision, the sequential set of steps that are needed to make it a reality usually become clear.

But if you don’t have a clear vision, then you may find yourself running in a thousand directions just doing everything that shows up as something you can possibly do.

So if you find yourself struggling to balance competing priorities the answer may not be to just work harder and longer, but to stop, take a breath, and clarify what really matters.

Why People Leave and Employee Loyalty with Scott Love – Episode 164 of The Action Catalyst Podcast

employee loyalty

Scott Love is a credentialed expert on the topic of employee loyalty with over two decades of high-level headhunting experience. With empirical research based on tens of thousands of conversations with professionals, he gives managers the secrets to keeping high performers, and keeping them happy.  As a former Navy leadership trainer and Annapolis graduate, he gives managers ideas on how to increase employee retention, boost morale and performance, and attract high achievers. 

Scott is a published author with his newest book, Why They Follow: How to Lead with Positive Influence, a business writer, a professional keynote speaker, and has been quoted in the Wall Street Journal, Selling Power Magazine, and dozens of business trade journals and newspapers around the globe. 

As a leadership trainer when serving as a naval officer, he trained thousands of officers, senior enlisted and civil service workers on progressive leadership concepts.  Scott currently recruits partner-level attorneys for international law firms.  He is a graduate of the United States Naval Academy and lives in Washington, DC. He is a watercolor artist, an amateur stand-up comedian, and is married with two children, one hamster, and one invisible dog.

Show Highlights

  • When people leave it is always for emotional reasons. @scottlove
  • Employees need recognition for what they do. @scottlove
  • The key is for managers to lead in a way that their employee connects meaning to work. @scottlove
  • The way to keep your employees is by connecting global corporate vision to each individual on the team. @scottlove
  • As a manager, my job is to help you do as well as you can here and give you tools so that if and when you leave it is going to improve your career. @scottlove
  • Sometimes the best thing you can do is give people space. @scottlove
  • As long as you have the right people in place they will accomplish the mission. @scottlove
  • People don’t leave companies, people leave people. @rory_vaden
  • There is not a shortage of good candidates, they’re just busy working. @scottlove
  • A lot of times we put too much emphasis on just pay. @rory_vaden
  • Meaning comes from the service we provide to people around us. @rory_vaden
  • Vision is not academic that checks boxes it is emotional statement that creates pictures in the minds of people. @rory_vaden
  • What is a company other than a collection of people? @rory_vaden
  •  If you have the ability to move people emotionally you have the ability to be a great leader. @rory_vaden
  • Great leadership is about moving people emotionally. @rory_vaden

To connect with Scott, get your copy of Why They Follow: How to Lead with Positive Influence and more on employee loyalty visit: scottlove.com

The Action Catalyst is a weekly podcast hosted by Rory Vaden of Southwestern Consulting every Wednesday. The show is regularly in the Top 25 of Business News Podcasts, has listeners from all around the world and shares “insights and inspiration to help you take action.” Each week Rory shares ideas on how to increase your self-discipline and make better use of your time to help you achieve your goals in life. He also interviews special expert guests and thought leaders. Subscribe on iTunes and please leave a rating and review!

7 Communication Tips That Make Great Leaders

 communication

A great leader is a great communicator. 

Yet communication, especially in the sense of public oratory, is in many ways a lost art form among today’s leaders. 

It’s rare that we have a leader that delivers the kind of speech that touches our spirit and inspires us to be better. 

Too often, leaders ride the credence of their position rather than the articulation of their passion when communicating to their teams. 

Here’s 7 practical things leaders can do in their public presentations that will make them more effective with their followers:

1. Tell stories – Your slides are boring. Your numbers are numbing. So instead, tell stories about specific team members or specific customers where things are being done right. That will keep us engaged and listening. 

2. Be Vulnerable – We barely know you. We barely see you. And then you stand on stage in your stodgy suits and tell us facts. What we’d rather hear about is some of your own blunders, some of your own fears, and some of your transparent mistakes. Humanize yourself by connecting with us through “real” feelings you have. 

3. Build Leaders – The fastest way to make us love you is when you celebrate and lift up the other people in our organization that we all respect and love. It helps us trust you when you recognize the people who look after us and when you show that you know who the people are that do the work around here. If you’re really savvy, you’ll build up your leaders in front of us which will make them feel like a million bucks and bond us all together as a team and reinforce our conviction in leadership as a whole. 

4. Show Appreciation – We know you get pressure by the board, our investors or whoever it is that you answer to about hitting our numbers and we expect that some of that pressure will roll down to us. But what would really make us feel awesome – and want to work harder for you – is if you simply said “thank you.” If you can just find some way to let us know that you notice how hard we are all working and that you appreciate the sacrifices we do make, that will go a long way. 

5. Reinforce Principles – Yes we know that if we were good employees we would all have our core values and principles memorized word for word, but hey we forget and let’s be honest we’d rather spend our free brain capacity playing fantasy football and hanging out with our families. So if there is a principle you want to empower us to operate the company by, please talk about it and give examples of how we could execute it. Or better yet, in your explanation of certain decisions or changes that are being made, connect the justification for why back to our core principles. That helps us understand that you really do take them seriously and that we all should too. 

6. Promote Vision – Most of all we need you to remind us why we are all here. Talk to us about what you believe. Tell us how what we do is important and how our individual roles all add up to something greater and more important. And tell us where we are going as a team. We want to be excited about what is ahead and we want to be in on the big picture. 

7. Compel Greatness – Finally, charge us up with a challenge. Send us off on a high. Invite us to accomplish something great. We want to be a part of something big. Show us how we can be. Let us know what you see, what you believe in and what is coming in the future. 

We’re here because we still see the value in what we all do. Be the leader we want to believe in. The better you are at communicating, the easier it is for us to get behind all that you’re talking about. 

Believe in us and we will believe in you. 

What is Your Inevitable Future Trajectory?

Future

Here is the difference between successful investors (of time, money, energy) and everyone else…

Most people look at the value of a company, a person, or an investment based on what it is today.

But Multipliers do not.

Instead, they look at the IFT.

IFT stands for Inevitable Future Trajectory.

IFT is where the magic happens.

IFT is not thinking about today; it’s thinking about tomorrow.

IFT is how you spot talent before anyone else.

IFT is how to identify opportunities before anyone else.

IFT is how the rich get richer.

They see what no one else sees.

Not because they’re smarter or more astute.

It’s because they have vision.

Most people look behind.

Many people look at today.

But Multipliers look ahead.

They never value things at only what they are worth now.

They always value things considering their potential in the future.

Inevitable Future Trajectory.

That is what matters.

That is how you get ahead of the curve.

That is how you redefine and reshape the future of the world.

If you’re looking at today, then you’re already left behind.

Get out in front.

Lead.

See.

Plan.

IFT.

5 Ways to Become a Stronger Leader

Ways to become a better leader

Leadership can feel daunting.

There is so much to learn, so much to do, and so many people to try and look after.

It’s easy to get overwhelmed.

You may sometimes feel like you don’t know enough to be the leader.

You may sometimes feel like you aren’t strong enough to be the leader.

You may sometimes feel like you don’t have enough to give to be the leader.

That’s ok.

That is part of leadership.

And what we have found is that if you are doing your best to always be doing these 5 things then chances are you’re going to be a great leader.

1. Provide Vision – Talk about the future, map out what is possible, show people a path, and continually give them hope and evidence that it can come true.

2. Be an Example – Don’t just tell them what to do; do it. Do and/or have done the things you’re asking your team to do. Lead the pack, walk the path, and model not just what to do but how to do it. Most of all, live and operate by a set of principles that you want to see them live by.

3. Solve Problems – Most of your problems as a leader can be solved by dedicating your time, energy, and talents to helping your people solve their problems. This can be by directly helping them solve problems and/or by creating systems and implementing strategies that prevent them from happening for people in the first place. Like everything else, it’s hard to be nervous when your heart is on service.

4. Influence their Thinking – Educate, teach, coach, and guide people. Share what you know. Develop them. Train them. Teach them how to think. Provide tools for them to get better. And enhance your ability to do this by always learning yourself.

5. Invest Time – To the extent humanly possible spend time with people. Try to be available when they need help. Not just for formal work, but during off hours too. This gets harder and harder the bigger the team you lead, but you can always find ways to show people that you care. And you can teach your leaders to spend time with the people they’re leading to scale your influence.

These 5 things aren’t everything a leader must do but if you get these 5 right you’ll be heading in the right direction- and chances are the group that’s following you will get bigger and bigger and better and better.