Power Recruiting

Invest in your leadership bench by adding high performers to your organization.

Incorporating these five critical mindsets into your HR strategy can make your job easier and put your company on the path to success.

Most recruiting methods base initial cuts on resumes, screening only on industry experience and therefore automatically eliminating many potential leaders. To build your leadership bench, strategy diversification is KEY: Instead of going to the candidate sandbox that puts relevant industry experience first, try a sandbox that puts impressive leadership potential first. The most important factor in leadership recruiting should be leadership potential: track records, life experiences, backgrounds and personal characteristics. Looking for a unique individual? Turn to unique resources. This is perhaps the most difficult mindset to adopt in conquering a leadership deficit. Is your current junior talent bench light? If the answer is a resounding yes, maybe it’s time to expand your hiring strategy to add non-traditional leaders.

The objective is to use diversified recruiting resources to fill and maintain those linchpin positions that make the most impact to your bottom line. In-house recruiting methods can – and should – continue to fill the majority of your needs, but for these critical roles, you need a reliable supply of impressive leadership candidates. These are your key players – the top performers in your company who bring new thoughts and ideas, help execute successfully, bring strong decision-making skills, help differentiate you from the competition and GET THINGS DONE.

To find A-players, partner with a leadership recruiting firm that has earned a reputation for finding, preparing and presenting you ONLY the most exceptional junior leadership candidates. Cameron-Brooks has a 45+-year track record of providing successful junior leaders, and we want to help you find yours.

High performers are 400% more productive than average ones. And as job complexity rises, so does this percentage. If one high performer will bring more value to your company than a team of mediocre performers, your recruiting strategy should incorporate sourcing high performers. Try it once and you’ll view talent outsourcing as a valuable investment instead of an expense.

Don’t spend your valuable time struggling to do something in-house HR systems are not designed for. We spend months with each of our candidates, getting to know them, assessing their leadership potential and preparing them for success at YOUR company. Your time will be well spent interviewing candidates who have been hand-selected and matched specifically to your opportunity.

High performers are 400% more productive than average ones. As the job complexity rises, so does the percentage.*

*Herman Aguinis and Ernest O’Boyle Jr. “The best and the rest: Revisiting the norm of normality in individual
performance” Personnel Psychology, Volume 65, Issue 1, Spring 2012, pp. 79-119, onlinelibrary.wiley.com

Not all leadership recruiters are the same.
We encourage you to do your research.

Cameron-Brooks stands alone in how we develop and prepare America’s future leaders for two key reasons: we recruit from a pool of proven junior military leaders and we only accept the top 15% of those who apply with us — giving you access to the cream of the cream of the crop.