Invest in your leadership bench by adding high performers to your organization.
Incorporating these five critical mindsets into your hiring strategy can make your job easier and put your company on the path to success.
Every good company understands the value of hiring different types of backgrounds for their teams. The problem is most company recruiting strategies are inadvertently designed to screen for “sameness” – their job descriptions, recruiting channels and resume screeners narrow the candidate pool often to a traditional pool of industry candidates with the “right experience”. Very often, non-traditional backgrounds are screened out.
Strategic diversification is KEY to build your broadness in your company leadership bench. Along with your traditional recruiting processes, augment your recruiting strategy with non-traditional recruiting. We are experts in non-traditional talent recruiting, and our clients come to us to help broaden their junior leaders bench because it’s easier to take a strong performer and teach industry knowledge than to hire someone with industry experience and teach them how to lead well. Challenge your organization to look beyond the comfort of familiar resumes to consider other ways to think about talent. The most important factor in recruiting junior leaders should be leadership potential: track records, life experiences, backgrounds and personal characteristics. When looking for a unique individual, turn to unique recruiting 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 consider non-traditional leaders.
In-house recruiting methods can – and should – continue to fill most of your openings. Some roles, however, have a high impact on the business and require multiple skillsets that are hard to find in one person. For these higher complexity roles, there is a strong business case for looking at non-traditional talent pools like Junior Military Officers. Our candidates merge strong abilities like problem solving, drive for results and adaptability with unmatched leadership experience. They are top performers 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 for your high-complexity roles, consider partnering with a full service, leadership recruiting firm that is driven by quality and 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 exponentially more productive than average performers. The more complex the job, the higher the need for those top performers. Therefore, your recruiting strategy should incorporate sourcing high performers to build a strong junior leadership bench. Try it once and you’ll view talent outsourcing as a valuable investment instead of an expense.
Think about the top performing 2 or 3 people that you work with and the value they bring to your team and organization. These are your Top Performers. A great recruiting mindset should be focused on adding this caliber of talent to your team to deepen your bench of top performers, which has a direct link to winning in your markets. Unfortunately, many organizations focus on filling jobs cheaply and quickly, which is often mutually incompatible with adding top performers and achieving stretch business objectives. Everything we do at Cameron-Brooks is built around helping companies hire MORE top performers.
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.