When the demand for A-Grade people is greater than the supply, why do so many companies still spend most of their time, effort and energy targeting the 17% of people who are actively looking – when most A-Grade people are part of the 83% who aren’t[1]?
A key reason is that companies continue to rely on a ‘surplus supply of candidates’ mentality when approaching recruitment. They think of hiring A-Grade employees as a ‘numbers game’ – with the objective of getting as many people as possible to apply so there will be a better chance of finding a good person. This approach is fundamentally flawed.
Because A-Grade candidates are in scarce supply, companies must consider the hiring process from the perspective of an A-Grade candidate who is currently employed, highly engaged and has multiple job opportunities to choose from.
A-Grade people don’t look for work the way average people look for work. A-Grade people won’t just fire off their resume at the first hint of a job. They want to learn about the potential upside first. They aren’t interested in sideways/lateral moves – they are interested in career progression. They are less interested in a stale position description outlining the day-to-day tasks – and more interested in growth, a chance to maximise their abilities and to become better at what they (want to) do.
If you want to recruit A-Grade people, you need an A-Grade approach. We recommend your recruitment process incorporates the following:
Executive SearchPerformance ImprovementStrategy Development
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