David Perry generously offered me the opportunity to read his latest book, “Executive Recruiting for Leaders.” You may recall that he is the much–talked–about and well–known author of “Guerilla Marketing for Job Hunters.”
What I love about David’s latest book is that while it provides great strategies for hiring top–talent, and I think most companies could use this information, it is also powerful insight for my executive clients. With David’s permission, here are a few gems from his book, follwed by my commentary.
–– The leaders who have the talent you crave are likely already employed.
If this sounds familiar, then you’re right. I’ve been beating this drum for quite awhile. They are employed because they are top talent and they understand and can clearly articulate a compelling marketable value proposition.
The best time to position yourself for your next opportunity is while you are still gainfully employed. Once you walk out the door on Friday afternoon with a nice big severance package in hand, the fact is that the ugly black mark of unemployment follows you everywhere you go.
–– Is this an individual (candidate) who stands out from the others you have met? What is it about them that makes them stand out?
This is all about your unique promise of value … also called branding. Employers are not hiring commodities that all look, sound, and act like everyone else. They are hiring those executives who are top talent and understand and can clearly articulate their compelling marketable value proposition. Oh wait, did I already say that. Yes. And it bears repeating over and over again. The war for talent is around these individuals.
–– The most important information you need to glean from an initial interview has to do with their character …. Character can be distilled from the patterns that reappear throughout their life. Themes will appear over and over again – how they addressed controversy, took on new challenges, and how their contribution impacted the organization, or not.
Patterns are related to a unique and compelling brand. It is the “how” you do the things in your life and your career that have been successful. Branding also quickly, clearly, and consistently (patterns) conveys how you are a fit with a company’s culture, giving you a big leg up on the competition. While your skills and marketable value proposition generally win the interview, culture fit wins the job.
–– Pretty Boys – the high energy, totally empty-headed people who like to keep discussions at the 60,000 foot level and can rarely if ever provide anything more than the sketchiest of details.
David was discussing five candidate–types not to hire, and his comment relates directly to not understanding your value to a prospective company.
Candidates are not hired because there is a corner office with a nice bronze CFO plaque on the door. They, along with everyone else, are being hired because the company has a pain, problem, challenge, or situation they need solved. In order to position yourself as “the” person who can solve their problems, the documented evidence of your past performance must be at the face–to–face level.
If you want the rest of David’s inside information, I highly recommend you buy and read the book yourself!
