Great people are the key ingredient of any successful company. Numerous business leaders from Steve Jobs and Bill Gates to Richard Branson and Lawrence Bossidy have identified hiring people as their most important task and the secret to their success. The trouble is though, great people are hard to find. Great people need to be able to cope with a dynamic and fluid business environment that didn’t exist ten or fifteen years ago. Great people need to be more tech savvy than ever before. Great people understand that corporate and social responsibility aren’t buzzwords for the careers page on the business website, they are fundamental parts of a businesses make up. It makes no sense then that most businesses continue to try and recruit these people using the same methods that have consistently provided underwhelming results for years. This slideshare is a bit of a rant about this problem – and what we think is the solution to it. We won’t spoil your fun; put it into full-screen mode and click away.

1. WHY THE SINGLE BIGGEST THREAT TO YOUR SUCCESS IS HOW YOU ACQUIRE TALENT
TheTalentGamble

2. 1
2
3
4567
8
9
1011 12
Considerthisyourwakeupcall.

3. INTANGIBLE ASSETS (i.e. people) now account for
3timesmore
than TANGIBLE ASSETS in a company’s valuation.

4. “The secret of my success is that we went to exceptional lengths to HIRE
THE BEST PEOPLE in the world.”
Steve Jobs, Apple
“I am convinced that nothing we do is more important than HIRING AND
DEVELOPING PEOPLE.”
Lawrence Bossidy, Former COO of General Electric
“The key for us, number one, has always been HIRING VERY SMART PEOPLE.”
Bill Gates, Former CEO of Microsoft
I’msureyougetthegist…

5. Agreatbusiness
startswith
greatpeople

6. Great people are at theheartof what you do
This is common knowledge but NOT COMMON PRACTICE

7. The trouble is, this desire to hire greatpeoplecreates some real problems…

8. Firstly…
Few people know how to hire trulygreatpeople

9. Or where to find them as there AREN’T MANY OF THEM ABOUT
Realtalentisscarce

10. There’s a DIGITAL REVOLUTION going on,
requiring more tech savvy leaders
GEOPOLITICAL UNCERTAINTY requires
planning and agility to quickly adapt to
changing environments
CORPORATE AND SOCIAL RESPONSIBILITY is
no longer a token gesture
thereasonit’sscarceisbecauserealtalenthasto
beabletohandleabravenewworld.
It takes a special type of person who can ADAPT AND THRIVE in this environment

11. CHANGES IN SOCIAL DEMOGRAPHICS, the baby boom to bust in North America and Europe,
combined with a globally mobile international people economy means there’s a:
Lackofqualifiedtalent
Lackofavailabletalent

12. Sowhatdomostbusinessesdo
?

13. YOU NEED YOU SEE
They do the same thing they’ve been doing for years… ONLY looking in active talent pools
Butarethebestpeopleinthis10%‘active’pool?

14. 1324 5678 9123 3455
12/18
And when that doesn’t work…
Unlikely
Theyengagepeopleontheirbehalfwholookinthesame
placewhiletreatingcandidatesastransactions

15. neep neep
Who incentivise on speednotquality

16. Do the MATHS
+ - x ÷
Howmanygreatpeople
willthatprocessgetyou?

17. £100K
£360K
And what’s the costto your business
ifthathiredoesn’tworkout?

18. 2
6
4
8
15
1113
17
If you continue hiring like this
Theoddsaren’tstackedinyourfavour.

19. Hope is not a strategy.
Soareyougoingtotakeagambleonrecruitment?
Or do you want a REPEATABLE PROCESS for finding and attracting top talent??

20. If you’re still unsure, look at your HIRING OBJECTIVES.
Do you want to:
Place employees at the
lowestpossiblecost
Place top talent and get the
highestpossibleROIOR

21. cost roi
If you answered 1Lowestpossiblecost
We’ll give you a minute while you PACK UP YOUR THINGS...

22. If you answered 2then we’re TALKING THE SAME LANGUAGE.
Italsomeansyouwanta
competitiveadvantage.
Lets show you the two things top businesses do to get this advantage…

23. 1m
Firstly you need to be a: DestinationEmployer

24. ADestinationEmployerisabusiness
thatisatoptalentmagnetandis
renownedforunderstandingand
nurturinghumanpotential.

25. People see working for
them as the pinnacle of
their career – it’s where
everyone wants to be.
They clearly articulate
and communicate
company values, culture,
strength of leadership,
rewards and opportunities
within a job role.
Identifying potential,
offering growth development,
freedom, autonomy and
exciting challenges.
They don’t want to just
be ‘known’, they are
renowned for being it
within their industry.
ADestinationEmployerisabusiness
thatisatoptalentmagnetandis
renownedforunderstandingand
nurturinghumanpotential.

26. TheSixPillarsofDestinationEmployers
Want to JOIN THEM?

27. TheSixPillarsofDestinationEmployers
It’s the blood, sweat and tears they put into succeed-
ing for you – they’re not just commodities.
YOU NEED TO UNDERSTAND THE INVESTMENT TOP TALENT MAKES1.

28. TheSixPillarsofDestinationEmployers
They’re as discerning as your most important customers.
They don’t accept mediocrity and won’t tolerate it,
instead they thrive on partnership and authenticity.
YOU NEED TO TREAT TALENT AS CUSTOMERS2.

29. TheSixPillarsofDestinationEmployers
Employees want leaders that are respected and allow them
to develop and will lead from the back. Not leaders that
restrict a person’s abilities because they’re afraid of them.
YOU NEED TO DEMONSTRATE HIGH QUALITY OF LEADERSHIP3.

30. TheSixPillarsofDestinationEmployers
Planning is guessing if you haven’t got your
culture right.
YOU NEED TO UNDERSTAND THAT CULTURE TRUMPS STRATEGY4.

31. TheSixPillarsofDestinationEmployers
They know if you don’t provide opportunity to grow
your competition will.
YOU NEED TO DEMONSTRATE HOW YOU GROW PEOPLE5.

32. TheSixPillarsofDestinationEmployers
After a point financial rewards won’t appeal. What
really matters is the fulfillment they get, that they feel
they belong and are central to your company’s future.
YOU NEED TO COMPREHENSIVELY REWARD6.

33. And the RESULT of all this?
Youwillbecomeatalentmagnet

34. great!
Although we’re now fit to go to market there’s
something else you need to apply to ensure you
attractthebestpeople.
Read on...
Got all that?!

35. s
Secondly you need:
marterHiring

36. SmarterHiringuses cuttingedgetechniques
tofind,attractandassess
toptalentThatotherbusinessescan’taccess.

37. SmarterHiringuses cuttingedgetechniques
tofind,attractandassess
toptalentThatotherbusinessescan’taccess.Not one or the
other, do all three
and successfully
bring them in to be
a PART OF YOUR
BUSINESS.
CUTTING EDGE
TECHNIQUES are the
opposite of the
outdated recruiting
techniques commonly
used
If you can LOCATE
AND ATTRACT TOP
TALENT other
businesses can’t,
you’ll have more
superstars in your
team and win the
talent war.

38. EvolvingThroughSmarterHiring

39. 10% you can’t
access
10% you see
75% receptive
EvolvingThroughSmarterHiring
DEEP DIVE INTO THE WHOLE TALENT POOL
Although 90% of candidates are already employed, 75% are still receptive to
attractive propositions presented in a credible and professional way.
1.

40. EvolvingThroughSmarterHiring
10% you can’t
access
10% you see
75% receptive
UNDERSTAND WHAT TOP TALENT DESIRES
Incentivise by more than just money. Top talent often doesn’t desire more financial
gain, rather increased freedom, new challenges, autonomy and affiliation. You need a
deep insight into what they want and what shapes their decisions and behaviours.
2.

41. EvolvingThroughSmarterHiring
10% you can’t
access
10% you see
75% receptive
SEDUCE & NURTURE
Constantly scan and track top talent, using your destination employer credentials to
create a compelling, tailored proposition. The pipeline of talent requires you to
seduce and nurture: your approach has to be special.
3.

42. EvolvingThroughSmarterHiring
10% you can’t
access
10% you see
75% receptive
APPLY RIGOROUS ASSESSMENT
Remarkably, a lot of businesses screen their graduates much more thoroughly than
their more critical executive hires. Matching and evaluating, using a range of
technology and media to transmit as much valuable information about the candidate
ahead of meeting them face to face.
4.

43. EvolvingThroughSmarterHiring
10% you can’t
access
10% you see
75% receptive
USE SCIENCE TO TEST BEHAVIOURS AND ATTITUDES
You need to get inside the heads of your critical hires and that means testing at-
titudes not just competences. Use science to evaluate and really understand candi-
dates, to get to the truth, and to avoid wasting time interviewing unsuitable candi-
dates face to face. Businesses hire on experience and fire on behaviour.
5.

44. EvolvingThroughSmarterHiring
10% you can’t
access
10% you see
75% receptive
ALIGN FUTURES AND CLOSE
Agree what the future looks like, agree on a journey, a vision and a goal. By aligning
on day one you increase the chances of the inevitable counter offer being rejected.
6.

45. Ifyoubecomeadestinationemployerthat
implementssmarterhiringyou’llnever
struggletoattractthebesttalent.Everagain.

46. And you’ll surround yourself with people who:

47. Plus there’s an ADDED BENEFIT…
Greatpeopleattractothergreatpeople

48. Peoplewhoenergiseyourcompanyand
buildyourcompanybrand.
Just as surely as mediocre people can do the opposite. (Beware the oxygen thieves.)

49. Letsnotkidourselves
Finding, hiring and retaining top talent has alwaysbeenhard.
And now the power has shifted from employers to employees it’s evenharder.

50. But as the DOGFIGHT FOR TALENT gets fiercer…
It’s more important than ever to have the RIGHT PEOPLE
guiding your business to gain a competitive advantage.

51. Take a look in the mirror & ask yourself:
“Arewedoing
absolutelyeverythingtoday
toensurewefindand
attracttoptalenttomorrow?”

52. Bottomline…
Your success comes down to the PEOPLE YOU HAVE. Raise your
game, recruit smarter, become a destination employer or:
get leftbehind.
recruitment recruitment

53. Some more content you may like:
If you liked this piece and want
to see some more content like
it, download either one of the
ebooks opposite and continue
your journey to hiring enlight-
enment!
Hiring & Holding
Onto Your Superstars
Now you’ve hired your
superstar - make sure you
keep them too. We show
you how.
Eliminating Deception
To Make Better Hires
81% of candidates lie
during an interview.
Learn how to spot the
deception.

54. At we work with the smartest and best talent.
We help great companies attract great people.