New Competitive Landscape Develops for Talent Acquistion

We at Berman Larson Kane have witnessed a shift in the “IT Technology and Sales Staffing” that requires labor intensive steps to isolate the best talent. If this change has occurred in a few niches the majority of the market is not far behind. To recruit the best talent a recruiting plan that isolates the passive non-job-seeking candidate has always been the core of the BLK’s 33 years success. So to bring the best talent to your door we fish in three pools continuously.

Pool #1 – Qualified but Not Looking Talent – The majority of talent is not looking for a new job. Even if they are not 100% satisfied most employees are sitting at their desks doing a good job and bringing great value to their employers. Reaching out to this pool requires: organization, automation, tenacity, persistence and a very labor intense effort by our staff here at BLK. In organizing a work plan we at BLK need to discuss with the client: competitor sources, optional titles that this person might bear, email blast lists, lures to temp a passive candidate into speaking with the client, advantages to working for our client, career path, current and potential compensation and competitive advantages. All of these steps and many more require a very organized detailed plan and communication and sales skills by our recruiters.

Pool #2 – Qualified Actively Looking Talent – These are the millions of job seeking candidates that have their resumes displayed on the web. Whether displayed on the public, private, and niche or discussion boards. Sifting through this vast resource to isolate the “unique” requested talent is an art and a science and requires seeking, qualifying, and as the market becomes more competitive luring talent.

Pool # 3 – Actively Selective Looking Talent – These are what we refer to as web surfers. They do not have their resumes displayed on the boards nor are they sending out mailings to announce their availability. This is a group of talent that checks the job boards and selective websites on a regular basis looking for the ideal position or career move. To get the attention of this group one needs an organized web campaign that includes: job boards, social media, niche sites, corporate sites and agency sites. Attractive image, reputation, tenure and ethics presented correctly yield the best responses from this group. However, to attract the correct “unique” talent” using this method always means sifting through the 1,000 of incorrect responses to isolate the few correct ones.

So as you look to fill your jobs or find the best talent, remember jobs and hiring are very serious undertakings and the step of isolating the best talent is a very labor-intensive undertaking. We here at Berman Larson Kane have been attempting to get it right for the past 33 years and continuously are modifying and improving our systems to attack the “Best Talent the Market Has to Offer”.

If you have a talent acquisition challenge it is my pleasure to listen and see if we can recommend a cost effective solution. Thank you for your continuous support. Stay well. Bob Larson, CPC