Recruitment Strategy: Does your process allow you to hire the best candidates? Are high potential candidates overlooked in your recruitment process?
A common recruitment scenario would see a recruiting company post their job spec onto their website, forward the role to six agencies on their PSL who would post the same job spec onto the same job boards and the resulting applications would be short listed based on the exact skill set of the person leaving the role.
Is this method likely to consistently secure the best candidates?
The short answer is No! This way of recruiting only talks to a small percentage of the market and that is those candidates that are very active in their job search. I don’t subscribe to the common misconception that only passive candidates are good candidates. My point here is simply that you are only talking to very small part of the market. This method will only really work when there are talent surplus conditions(rare) OR when you have a super brand that everyone wants to work for OR you just happen to get lucky with a great candidate who has been made redundant and is happy to move into a like for like role.
High Potential Candidates
“High potentials consistently and significantly outperform their peer groups in a variety of settings and circumstances. While achieving these superior levels of performance, they exhibit behaviours that reflect their companies’ culture and values in an exemplary manner. Moreover, they show a strong capacity to grow and succeed throughout their careers within an organization—more quickly and effectively than their peer groups do.” Definition from Harvard Business
These candidates have not been doing the same job for the last three years for a competitor. They are looking for career progression and the opportunity to become high performers in their next role. The very nature of them being high potential, means that they are going to have less experience when measured in years and not match exactly the profile of the person that is leaving the role.
They are rarely attracted or identified by the above methods. These people represent a very interesting part of the market and so rather than spending six months rejecting everyone that is not a direct match for the person leaving the role, it makes a lot of sense to start engaging with these high potentials and using the time saved to fill in any skill gaps and develop your future high performers.