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Nov 282010
 

(By Dan Simmons, CPC)

With a new year rapidly approaching, you’re no doubt preparing your workforce, and that includes finding the new talent you need to make 2011 your best year yet.  Wouldn’t it be great if high-quality, grade-A candidates fell right into your lap?

Well, that can absolutely happen . . . IF you’ve cultivated a strong relationship with a recruiter.

That’s because recruiters have access to “hidden gems,” top-shelf candidates who are flying below the radar.  These candidates aren’t actively seeking a new position, but they’d be interested in making a change if they knew about a premium opportunity.  There’s even a special term for these types of passive superstars: “Most Place-able Candidates,” or “MPCs.”

So the question is this one—how can YOU get your hands on them?

Motivate them with a great opportunity!

A recruiter spends the majority of their time finding the key players in your industry and getting to know their professional strengths and weaknesses inside and out.  Occasionally, they qualify a person who they determine to be “head and shoulders” above the rest.

Regardless of whether or not this candidate matches a current job assignment, the recruiter has the sense that this candidate is someone special.  Below are five key criteria that recruiters use when determining whether or not a candidate is an “MPC”:

  • A solid track record of employment with a corresponding progression of responsibilities
  • Exceptional communication skills
  • The ability to work well as part of a team
  • Outstanding performance on the job in terms of professional accomplishment
  • A sense of motivation

That last point—motivation—is very important for an “MPC.”  If they make a change, they’ll only do so if they believe that it’s in the best interests of their career.  They will not change companies for a salary increase alone. Instead, they’re seeking specific opportunities tied to increased responsibilities, exciting projects, or new technologies.

These types of candidates take a long-term approach to their careers.  They want to work for a company with vision and one that will challenge them with a rewarding position filled with unlimited growth potential . . . and as they grow, so will the company.

Can you provide these types of opportunities for an “MPC”?  What is it about your company that would make them want to work for you in 2011?  How many of these types of candidates do you need to meet your production and profit goals during the next 12 months?

Think about the answers to these questions, and next month I’ll discuss how you can stay informed about the “MPCs” within your industry and more importantly, how you can hire them before your competition does.

If you have any questions about this article, about “MPCs,” or about your workforce needs in the coming year, you can contact me at dan@consearch.com.

Follow Dan Simmons on Twitter.

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