GREEN PILL

Oh…one more thing. I do have one more option. Let’s call it “The Green Pill”.

I’m in the process of developing something that might help this a virtual, 6-week, guided class where I’ll personally be walking a small group of recruiting leaders through each step of the framework. By the end of the 6 weeks, each person will go from feeling behind, marginalized and overwhelmed to feeling confident, in-control, and ready to build a world class talent acquisition function.

If you would like to be considered for this FREE cohort (the next one will NOT be free), fill out the form below and I’ll reach out with more information.

FYI…I’ll have a little screening process for this 6-week course because I want to keep the cohort small (6 or fewer) with a group of leaders who are in the best position to be helped by the Framework.  

So let’s take a closer look at each pillar of the framework and how they all work together to make you a more confident, in control recruiting leader who is known as a strategic advisor to the business, and — the cherry on top — an amazing boss too.

SYSTEMS ON SYSTEMS ON SYSTEMS

To solve problems in a recruiting function, most recruiting leaders take a point approach, rather than taking a systemic solution. Said another way, you have lots of problems to solve so you deploy single, tactical solutions and expect that it’s going to solve multiple problems.

And that system starts with something I call an MVS. That stands for Mission, Vision, Strategy. When you start with your MVS — it sets the stage for systems thinking and drives all of the chaos-controlling elements you need to improve everything downstream.

Let that really sink in. And let’s push a little deeper into this concept.

You need three non-negotiable ingredients to create and sustain a forward-leaning recruiting function. They are:

1. Strategy

2. Operations

3. Outcomes

STRATEGY:Awareness comes in many forms...

Word of mouth, personal referrals, paid traffic, organic traffic, guest blog posts, books, interviews, podcast sponsorships, radio, TV, etc.

Anytime someone sees or hears something about you or your product, you're generating awareness.

OPERATIOS IS Engagement is an exchange of attention.

OUTCOMES ARE…

Systems theory tells us that, to optimize a system, we must know what we're optimizing for.

Fortunately, there's an easy answer to this question ...

Optimize your recruiting function to produce 'happy customers' (which is meaningfully different than just customers).

When you do that,

FOR ME — FOCUS ON OPTIMIZING THE OPERATIONS OF YOUR RECRUITING FUNCTION AND YOU’LL ACHEIVE…

We know that 'happy' is a subjective term with many variables

If you don’t have one this is what will continue happening.

Here is the system. I wrote about it in my book, but this is a totally different take. I’ve taken it to a new level to focus soley on three of the pillars in the model.

Give me your email and I’ll give you more information.

Before we delve into the remedy for this pandemic of overwhelm, I think it’s important to further clarify something.

An ounce of prevention is worht…

PREVENTING something is less stressful than DRIVING..

WORDS MATTER.

Strategy —> Operations —> Outcomes

STRATEGY
The Strategy System - prevent a lack of focus and direction.
The People System - prevent disengaged employees.
The Technology System - prevent under-optimized technology.
The Brand System - prevent a lack of identity

OPERATIONS
The Calendar System - prevent the year from getting away from you.
The Meeting System - prevent things from slipping through the cracks.
The Comms System - prevent people being left out of the loop.
The Project System - prevent projects from not getting done.

OUTCOMES
The Measurement System - prevent a lack of accountability.
The Culture System - prevent burnout and create an amazing team culture.

Notice how each one has the word “System” in it. That’s for a reason.

Each one has a component.

Combined, this is the course that never existed, that no one every taught you, that prevents people from “falling into recruiting.

You neede it.

Continueou need a system. You need guidance. A partner. Someone to show you a way. Maybe even a shoulder to cry on.

But just one thing. And I hope this is okay.

I find it easier (and more effective) if we take this learning into your inbox.

That way, I’ll be able to send you something in a specific sequence, attach PDF templates, share spreadsheets, and more.

AND… we can have some dialogue along the way if you have any questions. You’ll be able to email me directly.

I’ll unveil each system to you in doses. Like little hits of adrenaline. It’s better that way because it forces you to digest each concept, think about how it pertains to your situation, and then take some action on it. AND…bonus round…you can hit reply and ask me a question if you’d like.

If you’re ready. I mean really ready to put your reactive recruiting function to rest and build a high-performing, in-control whatever. Fill the form out on the next page. I’ll review your info to make sure you’re really seriuos about this and add you to the email sequence.

Ready?