Promoting Excellence to Attract Top Management Talent

Promoting Excellence to Attract Top Management Talent

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Companies that assume they can attract great executive leaders are often the ones that can’t make their own business case to potential recruits and who fail to attract the highest calibre management candidates in the first place.

As the late management thinker and author Peter Drucker once said, “The ability to make good decisions regarding people represents one of the last reliable sources of competitive advantage, since very few organisations are very good at it.”

Making those good decisions, says TRANSEARCH’s Steven Pezim in Toronto, is about attracting the right field of talent in the first place. “An organisation’s ability to attract top talent hinges on its culture, the quality and reputation of its products and services, and, simply put, ‘the sex appeal’ of its career growth potential,” Pezim contends. “That being said, there are no gimmicks. The organisation’s authenticity, its identity will shine through or not. If you were looking to fill executive jobs within Ferrari or Apple, the response would be overwhelming. The same position with a food wholesaler, however, might be a problem filling.”

Russel Reeves a partner in Watermark Search, the TRANSEARCH International executive search firm office in Sydney, agrees with that assessment. “The best talent only wants to work for the most successful, high-profile, organisations,” he says. “Establishing and projecting that reputation is a key strategy in selling executive job opportunities, through encouraging an industry’s best to seek out and approach the company or being open to approaches when they come.” That applies in business much in the same way great athletes with a team mentality drive championship performance. “The return on investment that comes from having the best talent will be maximised by having industry best talent who work in a constructive, typically values-driven, team environment,” Reeves says. “It stands to reason that in a highly competitive industry, a company staffed with the ‘best’ talent will develop a competitive edge over others.”

Looking to the future, Bob Lewy, also a partner in the Sydney office, says the rules of attraction are changing in terms of how dynamic organisations connect with and ultimately recruit up-and-coming executives from the so-called ‘Generation Y.’ “Generation Y executives, in particular, are keen to join an organisation that is environmentally sensitive and considered to be a caring, corporate citizen, ideally involved in supporting community and not-for-profit organisations,” Lewy says.

So the bar on what it takes to attract the best talent is pushed higher still. When and how employers recognise that and whether they stay or get in the game are issues that will surely redraw the competitive business landscape for years to come.

Note to Editors: About TRANSEARCH International

Executive search firm TRANSEARCH International has representation in most of the major economic centres of the world with 59 offices in 37 countries. TRANSEARCH International was founded in 1982 and is a leading global executive search firm.