Recruiting those really exceptional, ‘extraordinary’ people won’t ever happen if you stick to legacy notions of simply matching skill levels to the company’s job description.
What’s important is what Geoffrey James, a staff writer for Inc’s SalesForce column, came away with from a leadership conference attended by numerous “CEOs and sales execs.”
“How to Hire Extraordinary Employees: 7 Rules” is not a randomly acquired list; the thoughtful tips go beyond the traditional skill-matching process to incorporate a deeper understanding of the applicant’s desires, wants, and even disappointments.
With increasingly AI-driven sourcing tools and a sea of public profiles at your fingertips, it’s easy to overlook the benefits of building your own talent pool. But owning a database of people in your industry – potential passive candidates, who you already know and who you’ve already background checked – is a valuable business asset.Read more
The energy industry has seen a lot of changes over the last 30 years. During that time, recruiting firm Natek has consistently placed top talent in energy efficiency and renewables – including engineers, sales, operations, management, and executive leadership – for some of the biggest names in the industry.Read more
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