Texas Recruiter Highlights 5 Steps to Increase Success In 2016's Challenging Recruiting Environment

    DALLAS, TX, June 27, 2016 /24-7PressRelease/ -- Talent shortages, skills deficiencies, leadership issues, succession planning. These topics have all recently been in the news as many businesses and other organizations attempt to add key mid-level and senior hires. They are learning that the leadership and management skills, as well as business experience and technical knowledge are insufficient to meet the demands of the positions they need to fill; thus, the competition for top quality candidates is much greater.

Carl Taylor, an Executive Recruiter based in Dallas, Texas, hears many of these stories from business owners and executives from larger companies. He notes "the inability to identify and attract top quality candidates for a particular position has a significant impact on a company's growth and/or profitability, and in most cases, the right person can be found with a strong focus on the following five steps."

Position Description: Develop a clear understanding of the person needed for the position with as much detail as possible. This sounds obvious, but it is interesting how many recruiting efforts, especially in smaller organizations, just start with a vague outline, and "we will know the person when we see him/her" approach. In those companies with existing Position Descriptions, make sure the Description is relevant to today and the future, not the past.

Get Some Agreement Among Decision Makers Before Candidates are Interviewed: Taylor met with several partners of a mid-size services firm after they had been seeking a new key hire for over four months. They had interviewed several candidates and rejected all of them because they couldn't agree. In the current environment, this kind of confusion should be eliminated before candidates appear.

Why Should Someone Leave His/Her Current Role to Join a Different Organization? In this market, most of the top people are busy. Recruiting is evaluating candidates, but it is also convincing a person to leave one company and become a part of a new organization.

Where is the Right Person for the Position? Depending on the position, the target candidate may be with a competitor or he/she may be somewhere else. Identify those organizations and the specific people with the experiences and skills needed for the position. Job boards and postings are not effective with top candidates - an assertive, direct approach must be taken.

Call the People Identified: As noted above, most of the top people are busy. They receive numerous emails, voice messages, texts, and other communications which they may not be able, or choose not, to answer. A telephone conversation ensures that contact has been established, and a live, personal relationship has been initiated. This approach, by itself, may be unique enough to attract an outstanding individual.

The competition for top candidates will put a greater burden on the recruiting programs of large and small organizations. Identifying and attracting key middle and senior level and one-of-a-kind positions will require more time and a more assertive, personal effort to be successful.

Carl J. Taylor is a Dallas executive search and recruitment expert with over 25 years of experience in the recruitment industry. Carl J. Taylor & Co., an executive search firm, has successfully completed challenging search assignments for key board of director and management level positions in Texas and around the country. To learn more about Carl J. Taylor & Co., call (972) 490-7697 or visit the firm's website at http://www.carltaylorco.com

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