Hiring Greatness How to Recruit Your Dream and Crush the Competition (Audible Audio Edition) David E Perry Mark J Haluska Steven Menasche LLC Gildan Media Books
Download As PDF : Hiring Greatness How to Recruit Your Dream and Crush the Competition (Audible Audio Edition) David E Perry Mark J Haluska Steven Menasche LLC Gildan Media Books
The unprecedented tell-all guide through the intricacies of executive recruitment.
The single greatest opportunity that an organization has to improve both performance and culture in one stroke lies in the hiring of a new executive - the right executive. The fresh thinking of a skilled leader has the potential to unleash innovation, empower employees, and generate wealth for the company. Similarly, a bad hire may mortally wound the organization and cause ripple effects throughout the entire economy.
Hiring Greatness contains valuable insider strategies and tactics - previously known only to a handful of America's wealthiest elite headhunters - to attract, recruit, and retain star executives. Authors David E. Perry and Mark J. Haluska have completed more than 1,800 search projects across five continents, maintaining a 99.97 percent success rate and negotiating more than $380 million in salaries. Like magicians unveiling the hidden tricks of the trade, Perry and Haluska reveal
- How to systematically secure - and retain - the perfect talent for your company
- How to keep recruiters from poaching your star executives (a good hire is relatively meaningless if they leave the company)
- Twenty-three questions you must ask a potential headhunter
- The language that makes your company the most compelling, and how HR lingo can repel the best talent
- Four critical turnoffs that drive great candidates away from top companies
One company created $3.8 million of market value each hour for six months, simply by hiring the right leader. Hiring Greatness takes you behind the scenes of one of the world's most profitable and secretive industries, meticulously showing how any organization can make monumental hiring decisions that lead to massive success.
Hiring Greatness How to Recruit Your Dream and Crush the Competition (Audible Audio Edition) David E Perry Mark J Haluska Steven Menasche LLC Gildan Media Books
Today’s reality - never have there been as many people potentially wanting a new opportunity; never has there been such a challenge in discerning greatness (top talent) from average.Hiring greatness is the most critical business activity that we must get right. David Perry and Mark Haluska clearly define a systematic proven process that unequivocally identifies, qualifies, attracts, lands, and retains greatness for you; greatness that exponentially accelerates and improves your bottom line.
In early 2016 there are 149 million employed people in the US. Anywhere between 61% and 67% are interested in a new career opportunity this year based upon several major surveys by LinkedIn, CareerBuilder, and others. Taking the midpoint of the range means there are 95 million people interested in new jobs/careers.
The top 25% is, well, the top 25%!
So how does one discern top talent from average? How do we get past dazzling resumes, credential creep, well-honed interviewing skills, and staged references to really find out who is beneath the surface?
And for the remaining 54 million currently employed people who aren’t necessarily looking at new job/career opportunities…how do we identify and awaken the top talent in that grouping to consider our open position?
These are the journeys that David and Mark take us on in Hiring Greatness.
From start to finish – from having a critical hiring need to filling the opening to reaping the rewards of great execution – David and Mark layout a strategic plan supported by concrete specific tactical tools that will, without question, improve anyone’s current hiring process.
I have had the privilege of having a preview copy of Hiring Greatness for about a month now. (Today, as it has officially become available, I bought 3 copies for both team members and a client of ours.)
As a recruiting firm ourselves, we have already woven a number of the tools into the fabric of our own hiring methodology to improve the candidate quality and hiring process for several of our clients.
On top of that, the book is a good and enjoyable read. David and Mark take us step-by-step on an executive search they conduct as a first hand illustration of how to apply the concepts.
The book isn’t academic. It is extremely practical in its application and illustration of how to truly discern top talent (greatness) from counterfeit and move your probability of the right hire to 99.97%. (Perry-Martel has conducted 1000 executive searches with a 99.97% success rate – unprecedented anywhere!)
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Hiring Greatness How to Recruit Your Dream and Crush the Competition (Audible Audio Edition) David E Perry Mark J Haluska Steven Menasche LLC Gildan Media Books Reviews
I never realized how much of a management consulting executive recruiting was until I read David Perry's book Hiring Greatness.
Some of the lessons from the book are implemented in our company today as a regular practice. I didn't even realize that large companies had such hands-off list which could stifle their ability to recruit for their clients; being a smaller company, we can now present this to potential clients as a value proposition that larger companies can't offer ability to recruit from virtually any source, without having our hands tied by large hands-off list.
The scripted manner of conducting interviews was also a huge value add to our company. Management consultants in recruiting (executive recruiters) know more about hiring that Hiring Managers. Hiring Managers may hire, what, a couple times a year? Executive Recruiters on the other hand do that many hiring in like 1 week. Thus, as consultants, we basically educate the client and script out the process to hire the candidates we pre-qualify for our clients and the book contains an example that has stuck with me of a Hiring Manager who decided to freestyle the interview process, stepping outside the carefully choreographed process and ended up losing their best CEO prospect and ultimately costing the company a great deal down the line. We found that clients are almost always resistant to this at first because their idea of Client/Recruiter relationship has been so cemented over the decades as a fixed Boss/Order-Taker arrangement rather than as consultants. Over time though, we baby the clients through ultimately recognizing this value and cooperating to help us help them. Perry does a wonderful job of drawing out this picture and illustrating it with the case study of his 1,000th search assignment.
I immediately found myself at home with Perry's validation of a method we had been using very successfully in-house going after top passive talents who are comfortably employed by our client's competitors and not looking for a new job. Most employer rely almost exclusively on job boards, incoming applications on their websites and applicants on sites like Angel List. This is the easiest, least effort-requiring and frankly laziest way to get talents and of course we all get what we pay for. While these active candidate sources may occasionally yield a diamond in the rough, from our experience, our clients have derived the most value when we invest the creativity and resources in going after top performers at our client's competitors whom they jealously guard with all kinds of golden handcuffs and at the last moment, a counter-offer! These candidates are harder to get as they are comfortable in their current positions so require much more resources to be induced to make a move; however, when one such placement is made, it has been worth the effort over and over and over again and our clients love us for it so much they want to keep us as their dirty little secret. In the book Perry describes how ZoomInfo helps him identify these passive candidates, many of whom are not even on LinkedIn at all and my team may be adding ZoomInfo to our tool box in the future.
As an Executive Search consultant, I thought I had my recruiting methodology set -- until I read Hiring Greatness by Perry and Haluska. In it, I learned about the following concepts critical to an exceptional placement
- The Benchmark Candidate. An effective search process requires complete alignment on the hard and soft skills required for the role. The only way to do this is for the client (Search Chair) and the search consultant to have a benchmarking interview with a candidate who meets most of the qualifications.
- Search Chair should check key references him / herself. Reference checks are so important that Search Chair / hiring manager should conduct some themselves, This is because "executives are less apt to lie to business peers” - and this process will help solidify the company / candidate fit.
- 28 core attributes of executives. Perry and Haluska rate executives using 28 attributes across 5 pillars of success which are Character, intellect, business intelligence, leadership, emotional intelligence. If we as search consultants overlook flaws in this area, we do so at our own peril!
The book effectively describes the Perry search process by weaving in a true narrative of a COO recruitment assignment at a company called Tulip Corporation (real name).
In short, Hiring Greatness should be required reading for all headhunters who want to do search right, as well as by CEOs, Hiring Managers and HR Directors who want to get “under the hood” at one of the world’s premier Retained Executive Search firms.
Today’s reality - never have there been as many people potentially wanting a new opportunity; never has there been such a challenge in discerning greatness (top talent) from average.
Hiring greatness is the most critical business activity that we must get right. David Perry and Mark Haluska clearly define a systematic proven process that unequivocally identifies, qualifies, attracts, lands, and retains greatness for you; greatness that exponentially accelerates and improves your bottom line.
In early 2016 there are 149 million employed people in the US. Anywhere between 61% and 67% are interested in a new career opportunity this year based upon several major surveys by LinkedIn, CareerBuilder, and others. Taking the midpoint of the range means there are 95 million people interested in new jobs/careers.
The top 25% is, well, the top 25%!
So how does one discern top talent from average? How do we get past dazzling resumes, credential creep, well-honed interviewing skills, and staged references to really find out who is beneath the surface?
And for the remaining 54 million currently employed people who aren’t necessarily looking at new job/career opportunities…how do we identify and awaken the top talent in that grouping to consider our open position?
These are the journeys that David and Mark take us on in Hiring Greatness.
From start to finish – from having a critical hiring need to filling the opening to reaping the rewards of great execution – David and Mark layout a strategic plan supported by concrete specific tactical tools that will, without question, improve anyone’s current hiring process.
I have had the privilege of having a preview copy of Hiring Greatness for about a month now. (Today, as it has officially become available, I bought 3 copies for both team members and a client of ours.)
As a recruiting firm ourselves, we have already woven a number of the tools into the fabric of our own hiring methodology to improve the candidate quality and hiring process for several of our clients.
On top of that, the book is a good and enjoyable read. David and Mark take us step-by-step on an executive search they conduct as a first hand illustration of how to apply the concepts.
The book isn’t academic. It is extremely practical in its application and illustration of how to truly discern top talent (greatness) from counterfeit and move your probability of the right hire to 99.97%. (Perry-Martel has conducted 1000 executive searches with a 99.97% success rate – unprecedented anywhere!)
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