As a leader you have probably worked out by now that attracting strong talent into your business is not as easy as you may have expected over the past year.  Irrespective of what has been purported by the media regarding the effect the pandemic has had on candidate availability, good, in demand candidates are well looked after and, in the main, reluctant to take a perceived sidewards move.

Often, more traditional recruitment approaches - posting a dry, one dimensional advert, and running a position past a string of database agencies - doesn't yield the required result.

Upon discussing a new director level assignment with a client last week it struck me that their approach makes complete sense and will undoubtedly add value to my approach work from the target market.  Two additional senior level assignments I have partnered Construction & Building Products clients on recently have also taken a proactive approach to standing out from their competition.  For context:


 - A floated building materials distributor put me in touch with their outsourced strategic marketing agency to discuss findings from a customer and employee survey they conducted over the past six months.  From this we distilled down common themes and highlights to how the company is perceived.  This has been condensed down into a slideshare that I shared with those target candidates through the headhunting phase

 - Similarly, a design to installation construction contractor I'm currently working with has provided me with a recently put together report by their outsourced marketing agency.  This is a circa £30m, family owned SME.  This report recovers customers perception on working with the contractor and what stands them apart.  Again, I have picked out the key points, summarising these on marketing collateral and in my calls to headhunted candidates

 -  This month I have been working with another specialist distributor within the industry.  The HR lead put me in touch with three different leaders within the business, for me to meet to understand more about the business, what makes for a strong candidate and why they enjoy working for the business.  This has included them sharing their journey through the business.  I am also sitting in with one of their star branches.  All of this will not only better prepare me when assessing candidates, but will also allow me to provide a true picture of what it's like to work for the business and gain insight from employees "on the ground"


Not all of the above requires mass expenditure.  Granted, effort has gone into making some elements happen, but the value and return is huge.