Recruiting: Inside Out
Presented by Doug Beabout

The definition of insanity
Doing the same thing
over and over again
and expecting
different results

What are we doing that is so nuts?
Most organizations still recruit or “fill jobs”
versus “Attract Top Talent”
Focus is on qualifying, testing, culture
matching and what you want
The people you must have today are not
reacting as expected

What are we doing that is so nuts?
The answer is not depending a new “techno
tool”
99% of professionals are working, not
hanging around the “Boards”
You have to adopt new recruiting practices,
processes & paradigms

Is recruiting really a big issue?
Look at some facts (not opinions)
Our country is morphing demographically
Baby-boomers are leaving the workforce
(35mm) by 2010
Recruiting wherewithal is largely
leaving with them
They are not likely to return (as things
stand now)

Is recruiting really a big issue?
Gen X (50mm) is not a large talent pool
Baby-Boomers go,
Gen X/Y is here = 35mm shortfall
Millennials are not ready to take charge
But, you must find the people and talents
To meet objectives
Sell products
Expand with opportunities

Is recruiting really a big issue?
Look at some facts (not opinions)
Little recruiting was done from
1999-2005
Mentoring in recruiting
was not seen as critical
Job boards and tech tools
seemed to be enough
Departments were reduced in
number; but not in responsibility
New positions require historically
complex skill sets

What is our greatest challenge?
Finding critically required,
leadership talent to:
Expand product lines
Take advantage of emerging
markets
Exploit technological
advances
Evolve with our evolving
economic platform
Reach beyond your
competitors

How do we meet these challenges?
Develop the organizational ability
to “Attract Talent”
Law of Attraction says “That
which is like unto itself is drawn”
Attract from the inside of your
client organization out to those
you require…, How?

How do we meet these challenges?
Create the mechanisms and programs that uncover the
attraction factors:
Company attraction points
Department
Managerial
Cultural
Communities

How do we meet these challenges?
Adapt “unconventional”
practices to attract a new
generation of people with new
ideas
Evolve from a culture of
“hiring” to “attracting”
Master the process of
Recruiting: Inside Out

Our recruiting approach worked fine
It did, for decades
You had the luxury of a large
pool of talent
We had a ”trained” candidate
and client pool
You don’t have to be a great
shot to shoot at a flock

Powerful recruiting is based in vision
Today’s recruiting skills need
vision from inside the:
Company
Department
Function
Manager
Community
Real communication fosters
valuable attraction attitudes

General knowledge generally fails
An annual report won’t make the
difference
Marketing materials won’t
attract the talent
Your industry reputation is not
the difference

General knowledge generally fails
Behavioral testing can’t recruit
Assessment indexes do not attract
individuals
Skilled recruiting visionaries
attract the talent and best people

The race for talent is not a short one
We are facing a narrowing
competition for critical talent
This promises to remain for at
least the next 10 years
Winning the race for talent
demands gaining a leading
position

Talent is becoming the gold
The most valuable asset is often
the scarcest
Talented people have always
made the competitive advantage
The numbers should compel you
to leap into the race

Recruiting: Inside Out
A revolutionary recruiting process
Attract the best, critically required people
Will create the cutting edge of competition
in the talent wars ahead
Its natural by-product is retention

Recruiting: Inside Out
Doug Beabout, CEO
The Douglas Howard Group
850.424.6933
850.398.1688
www.RecruiterElearning.com
www.DougBeabout.com