If You Think It’s Expensive to Hire A Professional, Wait Until You Hire An Amateur

When it comes to identifying, attracting, and hiring top executive-level talent for hard-to-fill positions, you can choose one of two routes—(1.) hire a professional and get professional results or (2.) hire an amateur because you think you’re getting a deal.

The price is always paid, but the results can vary greatly.

LinkedIn research indicates that only 18% of professionals are actively seeking new opportunities and applying to job postings. These candidates are unhappy with their situation— unemployed, underappreciated, lacking growth prospects, or feeling like they deserve more when, in fact, they’re exactly where they’re supposed to be. These are the candidates your internal HR department screens when they apply to a job posting on the company website or LinkedIn.

The same research says that 20% of professionals are super-passive, meaning they aren’t interested in opportunities no matter the approach.

That means 62% of professionals are open to hearing about a new opportunity but are not actively looking at or submitting resumes to job postings. These top performers are too busy crushing it to look for and apply for a new role.

This pool of candidates should be at the top of your list when looking to expand your team. They’re the talent you want when searching for the best talent available.

Why do you need these candidates?

  • They’re highly qualified. Day in and day out, they are excelling in their current roles and focused on what needs to be done for their current employers.
  • They’re driven. No time to apply to jobs online, they have tasks that need to get done, sales targets to beat, and processes to improve.
  • They aren’t playing games. They have a job, they don’t need you, and they’re not desperate to leave their employer, or desperately trying to gain employment. If someone they trust calls them, they’ll listen.
  • They think strategically. If the role, company, leadership, and culture make sense, they’ll move. But, it needs to be right. They aren’t looking for the first offer they get; they’re looking for the RIGHT offer.

“Acquiring the right talent is the most important key to growth. Hiring was – and still is – the most important thing we do.

-Marc Bennioff, founder and Co-CEO of Salesforce

Here’s the catch: 

You need a recruiter who can target and actively recruit from within the 62% if you want to land those top performers.

Recruiters who have built relationships with these candidates and their peers have what it takes to deliver them to you.

You don’t know what you’re missing if you don’t open your eyes to the full market of talent.

A good executive search partner can weed out the amateurs from the professionals, and ensure you hire the best of the best.

Demand the best.

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